All Blog Posts Tagged 'technology' - RecruitingBlogs2016-12-10T03:03:10Zhttp://www.recruitingblogs.com/profiles/blog/feed?tag=technology&xn_auth=no4 Reasons Video Interviews are here to Staytag:www.recruitingblogs.com,2016-10-12:502551:BlogPost:19896912016-10-12T09:00:00.000ZHolly Wadehttp://www.recruitingblogs.com/profile/HollyWade
<p dir="ltr"><span><a href="http://api.ning.com:80/files/jmHn*R-dJKNGCWr-bpjvnAQPSce5o0h0fchJPef9ZSpIidVfxUVbJ8LJTEOyLrWjwHnuea*tcXIakihI1mf-NABaBxCPxT1O/femalebusinesspersonvidoeinterview1024x683.jpeg" target="_self"><img class="align-center" src="http://api.ning.com:80/files/jmHn*R-dJKNGCWr-bpjvnAQPSce5o0h0fchJPef9ZSpIidVfxUVbJ8LJTEOyLrWjwHnuea*tcXIakihI1mf-NABaBxCPxT1O/femalebusinesspersonvidoeinterview1024x683.jpeg?width=750" width="750"></img></a></span></p>
<p dir="ltr"><span>Whether you’ve tried them or not, I’m guessing you’re familiar with the invasion of video interviews. When they infiltrated organizations several years ago, maybe you thought they were just a phase and wouldn’t stand the test of time,…</span></p>
<p dir="ltr"><span><a href="http://api.ning.com:80/files/jmHn*R-dJKNGCWr-bpjvnAQPSce5o0h0fchJPef9ZSpIidVfxUVbJ8LJTEOyLrWjwHnuea*tcXIakihI1mf-NABaBxCPxT1O/femalebusinesspersonvidoeinterview1024x683.jpeg" target="_self"><img src="http://api.ning.com:80/files/jmHn*R-dJKNGCWr-bpjvnAQPSce5o0h0fchJPef9ZSpIidVfxUVbJ8LJTEOyLrWjwHnuea*tcXIakihI1mf-NABaBxCPxT1O/femalebusinesspersonvidoeinterview1024x683.jpeg?width=750" width="750" class="align-center"/></a></span></p>
<p dir="ltr"><span>Whether you’ve tried them or not, I’m guessing you’re familiar with the invasion of video interviews. When they infiltrated organizations several years ago, maybe you thought they were just a phase and wouldn’t stand the test of time, yet here we are. <a href="http://greenjobinterview.com/our-solutions/green-job-live/" target="_blank">Video interviews</a> have been used by an astounding 60% of organizations across the US and that number grows every year with some businesses using video interviews to manage drastically increasing hiring volumes.</span></p>
<p dir="ltr"><span>What is it that makes video interviews so special? We asked talent acquisition and HR professionals the number one reason they preferred to use video interviews and the overwhelming majority said the same thing - they save money. While you might not think that investing a video software platform would make a difference in your talent acquisition budget, they can actually save organizations millions of dollars on travel. Plus, by creating a more efficient process for recruiters and hiring managers to collaborate and interview candidates, they save time, which saves organizations money. It’s simple math.</span></p>
<p dir="ltr"><span>Here's why video interviews are here to stay:</span></p>
<ol>
<li dir="ltr"><p dir="ltr"><strong>Video Interviews Save Money -</strong> <span>Video interviews are proven to save money by significantly reducing travel costs and by saving talent acquisition teams time during the hiring process, allowing them to hire more efficiently and quickly so they don’t lose money on unfilled positions. Because time to hire, efficiency, travel and quality all relate back to costs, video interviews keep every aspect of hiring running more smoothly so that organizations can stay on budget.</span></p>
</li>
<li dir="ltr"><p dir="ltr"><strong>Video Interviews Increase Time to Hire</strong> <span><strong>-</strong> Hiring quickly is extremely important to keep teams productive during turnover, and while the average <a href="http://greenjobinterview.com/2016/02/are-you-tracking-time-to-hire/" target="_blank">time to hire</a> has increased to</span> <a href="http://www.afr.com/leadership/management/hiring/average-time-to-hire-staff-hits-68-days--twice-as-long-as-in-2010-20150629-gi0y9h"><span>68 days</span></a><span>, video interviews can help reduce time to hire by breaking down geographical boundaries and connecting people more easily. Instead of waiting for convenient travel times or candidates having to miss work for interviews, all parties can join virtually to move candidates through the hiring process faster without compromising on quality.</span></p>
</li>
<li dir="ltr"><p dir="ltr"><strong>Video Interviews Improve Efficiency -</strong> <span>By incorporating video interviews into your organization’s hiring process, you create a more efficient way to <a href="http://greenjobinterview.com/2016/07/effects-social-media-applicant-screening/" target="_blank">screen applicants</a> and interview candidates that’s easy to track and share. Specifically, by replacing traditional phone screens with <a href="http://greenjobinterview.com/our-solutions/one-way/" target="_blank">recorded video interviews</a>, organizations can save time early in the hiring process and review a bulk amount of candidate submissions anytime, anywhere, on any device and gain more insight into their strengths, experience and communication skills than a phone call or resume alone.</span></p>
</li>
<li dir="ltr"><p dir="ltr"><span><strong>Video Interviews Build Employer Brand</strong> -</span> <span>When organizations choose a <a href="http://greenjobinterview.com/wp-content/uploads/2016/04/Paid-vs-Free-Video-Interviewing-Whitepaper.pdf" target="_blank">professional video interviewing solution</a>, they also gain valuable branding opportunities they can’t get with free video chat software. Users have a positive <a href="http://greenjobinterview.com/2016/04/why-skype-is-ruining-your-candidate-experience/" target="_blank">candidate experience</a> and branded experience with video interviews that generate custom meeting rooms branded with logos and corporate photos, videos and documents that mimic the experience they might have inside of the company’s offices. Organizations can build a positive <a href="http://greenjobinterview.com/2016/09/effects-video-employer-brand/" target="_blank">employer brand</a> this way, demonstrating their innovative nature, corporate branding and even personality. </span></p>
</li>
</ol>
<p dir="ltr"><span>While there are many more benefits to video interviews (you can <a href="http://greenjobinterview.com/our-solutions/green-job-live/" target="_blank">read about more of them here</a>), these main four reasons prove that video interviews are becoming more and more common in business as a way to screen and hire new employees. Because technology evolves and improves so quickly, video interview technology has been able to benefit from technology innovation over the years and we can expect that it will continue to improve with new features. If you haven’t already, learn more about video interviews and why they’re worth the investment in your talent acquisition strategy. </span></p>iGeneration - The Future's Bright, The Future's Impatienttag:www.recruitingblogs.com,2016-04-26:502551:BlogPost:19645192016-04-26T10:30:00.000ZFMC Global Talenthttp://www.recruitingblogs.com/profile/FMCGlobalTalent
<p><strong><a href="http://api.ning.com:80/files/Yb62MROfNS6U6UF3DmNMfc*wDAIsRJ5fp3osRNOHnSMpLdQlhF2mwqEtcDZMbKm7hnCw2TIttNJg304*S52szV-D5o*yxPBV/ScreenShot20160426at10.35.33AM.png" target="_self"><img class="align-left" src="http://api.ning.com:80/files/Yb62MROfNS6U6UF3DmNMfc*wDAIsRJ5fp3osRNOHnSMpLdQlhF2mwqEtcDZMbKm7hnCw2TIttNJg304*S52szV-D5o*yxPBV/ScreenShot20160426at10.35.33AM.png?width=300" width="300"></img></a> I watched as my niece played with my iPhone the other day. She is only 2 years old. As she clicked on the YouTube icon, she unexpectedly threw herself on the floor in a fit of impatience. That Pepper Pig video couldn’t load quick enough.</strong></p>
<p>We are all moulding our attraction…</p>
<p><strong><a href="http://api.ning.com:80/files/Yb62MROfNS6U6UF3DmNMfc*wDAIsRJ5fp3osRNOHnSMpLdQlhF2mwqEtcDZMbKm7hnCw2TIttNJg304*S52szV-D5o*yxPBV/ScreenShot20160426at10.35.33AM.png" target="_self"><img src="http://api.ning.com:80/files/Yb62MROfNS6U6UF3DmNMfc*wDAIsRJ5fp3osRNOHnSMpLdQlhF2mwqEtcDZMbKm7hnCw2TIttNJg304*S52szV-D5o*yxPBV/ScreenShot20160426at10.35.33AM.png?width=300" width="300" class="align-left"/></a>I watched as my niece played with my iPhone the other day. She is only 2 years old. As she clicked on the YouTube icon, she unexpectedly threw herself on the floor in a fit of impatience. That Pepper Pig video couldn’t load quick enough.</strong></p>
<p>We are all moulding our attraction strategies around the elusive generation Y, the ‘millennials’. But what about what comes after that? This experience got me thinking. The iGeneration will not only have grown up with the internet, they will grow up with it so readily at their fingertips that they want everything fast, with instant satisfaction.</p>
<p>What does this mean for the way we recruit?</p>
<p><strong>How will I get the role of my dreams with the best business?</strong><br/> The iGeneration will want all the information upfront. Who pays the most, who offers the most progression and where will I be happiest? They want insight. When you book a hotel, do you read the hotel description on its own website and believe that it is a beautiful tranquil haven where lovely ladies in bikinis feed you grapes? Or do you check trip advisor first? I’d suggest most people believe the latter. Glassdoor is quickly becoming the go to place for candidates to check out employers, before they even consider going for a job with them. Why just take the advert at face value? The iGeneration are going to be even more inquisitive with the information they desire being accessible with a single click, the implication of a strong internal culture is a must for any business!</p>
<p><strong>Why wait?</strong><br/> ‘Surely employers know who I am? In an age where businesses can target me based on my search history and my social media activity.’ The iGeneration will expect employers to come to them. At whatever point of their career. The accessibility of personal information will allow advertisements to be targeted directly at relevant parties. Why sit around searching on job boards?</p>
<p>One of the biggest frustrations of this generation is waiting to hear back on job applications. They send their CV and it seems to enter the depths of the online job board never to be seen again. The iGeneration will want instant CV feedback, they will want online gamification testing to establish whether the role is for them, and they will want guiding through the process step by step. Never feeling left in limbo.</p>
<p>'If I am right for the role, I should’ve heard by now. I’ll start looking at other options in the meantime in case' The bane of many a recruiter’s existence, not getting feedback over in time, resulting in candidate falling out the process.</p>
<p><strong>Planning for the iGeneration</strong><br/> Know where you are heading, build your employer brand, the culture and the processes and plan for the future. <a href="http://www.fmctalent.com/contact-us-2/" target="_blank">Talk to us today.</a></p>BBC micro:bit – Is It Enough?tag:www.recruitingblogs.com,2016-04-05:502551:BlogPost:19566002016-04-05T08:30:00.000ZEnigma People Soultionshttp://www.recruitingblogs.com/profile/EnigmaPeopleSoultions
<p><a href="http://api.ning.com:80/files/Wgfeh6*JLPYw0asVQLikPY3Lk5GvGykFKzbiuOrw3ZUaoFww7KT*4bT3m01X*dbOxSn23Se9ts6ZFmoU*mNKK*5*nvUh4NTz/p02wfdqd.jpg" target="_self"><img class="align-left" src="http://api.ning.com:80/files/Wgfeh6*JLPYw0asVQLikPY3Lk5GvGykFKzbiuOrw3ZUaoFww7KT*4bT3m01X*dbOxSn23Se9ts6ZFmoU*mNKK*5*nvUh4NTz/p02wfdqd.jpg?width=307" width="307"></img></a></p>
<p><span>On March 22</span><span>nd</span><span>, Year 7 children at registered schools across the UK received free </span><a href="http://www.bbc.co.uk/programmes/articles/4hVG2Br1W1LKCmw8nSm9WnQ/the-bbc-micro-bit">BBC micro:bit’s.</a><span> The BBC micro:bit is a pocket-sized, codeable computer aimed at…</span></p>
<p><a href="http://api.ning.com:80/files/Wgfeh6*JLPYw0asVQLikPY3Lk5GvGykFKzbiuOrw3ZUaoFww7KT*4bT3m01X*dbOxSn23Se9ts6ZFmoU*mNKK*5*nvUh4NTz/p02wfdqd.jpg" target="_self"><img src="http://api.ning.com:80/files/Wgfeh6*JLPYw0asVQLikPY3Lk5GvGykFKzbiuOrw3ZUaoFww7KT*4bT3m01X*dbOxSn23Se9ts6ZFmoU*mNKK*5*nvUh4NTz/p02wfdqd.jpg?width=307" width="307" class="align-left"/></a></p>
<p><span>On March 22</span><span>nd</span><span>, Year 7 children at registered schools across the UK received free </span><a href="http://www.bbc.co.uk/programmes/articles/4hVG2Br1W1LKCmw8nSm9WnQ/the-bbc-micro-bit">BBC micro:bit’s.</a><span> The BBC micro:bit is a pocket-sized, codeable computer aimed at teaching kids to get creative with digital and develop core skills in science, technology and engineering.</span></p>
<p>It allows kids to learn simple code and create anything they want, from games, metal detectors, thermometers, real time text messaging, weather forecasting and much more. The BBC created the initiative to inspire children to feed their creativity, learn programming and ultimately develop a generation of technologically skilled school leavers to help fill the tech skills gap.</p>
<p>The current gap in skilled technology professionals is already costing the UK billions of pounds. It is reported that over the next 5 years the <span>UK will need 1.4 million digital professionals</span> to fill jobs which require skills such as coding and analytics.</p>
<p>The problem with the BBC micro:bit is that, although it’s a great initiative, the year 7 kids receiving them still won’t be old enough to enter the workforce in 5 years time and actually fill these jobs. We argue more still needs to be done to fill the skills gap and stop businesses being held back.</p>
<p>It no longer affects just tech industry but the whole economy. 40% of digital technology roles currently exist in non technical industries such as finance and public services and this is set to grow. Initiatives such as <a href="http://codeclan.com/">CodeClan</a>, Scotland’s first digital skills academy, are addressing the issues however the immediate problem still exists for the majority of businesses looking to grow their teams and boost productivity.</p>
<p>The real responsibility lies with individual hiring managers and businesses. Many won’t hire until they find what is their idea of a perfect candidate. However, businesses need to understand that with such high competition for scarce talent it’s rarely beneficial to keep searching and waiting to hire. Rather they should hire the candidates who are closest match to their requirements regardless if they are lacking one or two skills or areas of experience. These can be all being taught. Experience can be gained. Offer on the job training and your problems are solved.</p>
<p>Businesses should be investing in the long term development of talent rather than expecting a “ready made” candidate for every hire they wish to make. Only then can the technology skills gap really begin to close and businesses can fill their jobs today rather than in 5+ years time.</p>Is technology replacing recruiters?tag:www.recruitingblogs.com,2016-03-16:502551:BlogPost:19529662016-03-16T10:00:00.000ZFMC Global Talenthttp://www.recruitingblogs.com/profile/FMCGlobalTalent
<p><a href="http://api.ning.com:80/files/2Yrg*FGAb7z32I7G8hdf4t2CM3CeSS-RocMO*dYaaP6EM7ihvoUyLuH5WArBkr7cRaJWrWKZ64dov4plNd2ETqt-s*a34dJP/Technologyvs.Humans.png" target="_self"><img class="align-left" src="http://api.ning.com:80/files/2Yrg*FGAb7z32I7G8hdf4t2CM3CeSS-RocMO*dYaaP6EM7ihvoUyLuH5WArBkr7cRaJWrWKZ64dov4plNd2ETqt-s*a34dJP/Technologyvs.Humans.png?width=300" width="300"></img></a></p>
<p>I love technology. I enjoy nothing more than trying out the latest app or discovering something new I can do with my programs that will positively impact my work (and make me look like the genius who came up with the original idea).</p>
<p>Having said all this, my experience of working in the…</p>
<p><a href="http://api.ning.com:80/files/2Yrg*FGAb7z32I7G8hdf4t2CM3CeSS-RocMO*dYaaP6EM7ihvoUyLuH5WArBkr7cRaJWrWKZ64dov4plNd2ETqt-s*a34dJP/Technologyvs.Humans.png" target="_self"><img src="http://api.ning.com:80/files/2Yrg*FGAb7z32I7G8hdf4t2CM3CeSS-RocMO*dYaaP6EM7ihvoUyLuH5WArBkr7cRaJWrWKZ64dov4plNd2ETqt-s*a34dJP/Technologyvs.Humans.png?width=300" width="300" class="align-left"/></a></p>
<p>I love technology. I enjoy nothing more than trying out the latest app or discovering something new I can do with my programs that will positively impact my work (and make me look like the genius who came up with the original idea).</p>
<p>Having said all this, my experience of working in the recruitment market has taught me that not one piece of technology can replace the people that make recruitment work!</p>
<p><strong>New fandangled things</strong><br/> Recently the Tinder style recruitment apps have been catching my eye, where you swipe left or right to like or dislike a candidate or a job – matching people and putting them in touch. I had to give them a go… much to my dissatisfaction. Just like Tinder there is a limited amount of information and you make your judgement quickly, based on the small amount of details made available to you. These types of apps may affect the market… but will they replace recruiters? NO!</p>
<p><strong>Bored of job boards and already LinkedIn</strong> <br/> There is no question that digital platforms have massively changed the way in which we recruit. But job boards and LinkedIn have created a generation of lazy recruiters. They rely too heavily on waiting for someone to pop up online rather than actively going out and actively perusing them. Our Managing Director, Iain McCracken wrote a blog all about this… <a href="http://www.fmctalent.com/bored-jobboards-and-linked-in/" target="_blank">click here to see it</a>.</p>
<p><strong>Don’t go changing</strong><br/> Recruitment has always been and will always be about people. People who help other people find the people they need. A lot of the candidates we speak to are off-market. A good recruiter would’ve built a relationship with the candidate previously, verbally, and so when the need arises… they are the ones that spring to mind. Whether it’s selling the dream, selling the brand, or managing the chaos, it always works better where a relationship has been built.</p>
<p><strong>Enhancement not replacement</strong> <br/> It is simply impossible to function efficiently in the recruitment game without databases and systems. But the key to competitive advantage is the networks we build and the relationships we develop. Otherwise why use one recruiter over another?</p>
<p>Technology should be used to enhance what we do, not replace it.</p>
<p></p>Keep the Human in Human Resources – An Interview with the Evil HR Ladytag:www.recruitingblogs.com,2016-02-23:502551:BlogPost:19495232016-02-23T11:00:00.000ZHagi Trinhhttp://www.recruitingblogs.com/profile/HagiTrinh
<h3><a href="http://api.ning.com:80/files/AOzcN6l-SPpe3VbHraQLVszP7i9rQT3grKY17ptgkZtbjhFg6hlOqg2J9pa1DFse1PTDn25WR1eAi5Oqzvr81ERdWU2VLDrC/evilangel1.png" target="_self"><img class="align-left" src="http://api.ning.com:80/files/AOzcN6l-SPpe3VbHraQLVszP7i9rQT3grKY17ptgkZtbjhFg6hlOqg2J9pa1DFse1PTDn25WR1eAi5Oqzvr81ERdWU2VLDrC/evilangel1.png?width=300" width="300"></img></a></h3>
<h3>The Evil HR Lady is Actually Very Polite</h3>
<p>We contacted Suzanne Lucas, also known as the <a href="http://evilhrlady.org/" target="_blank">Evil HR Lady</a>, and asked if we could interview her about the topic of technology in the HR world. She agreed, and during the very first question, we mentioned…</p>
<h3><a href="http://api.ning.com:80/files/AOzcN6l-SPpe3VbHraQLVszP7i9rQT3grKY17ptgkZtbjhFg6hlOqg2J9pa1DFse1PTDn25WR1eAi5Oqzvr81ERdWU2VLDrC/evilangel1.png" target="_self"><img src="http://api.ning.com:80/files/AOzcN6l-SPpe3VbHraQLVszP7i9rQT3grKY17ptgkZtbjhFg6hlOqg2J9pa1DFse1PTDn25WR1eAi5Oqzvr81ERdWU2VLDrC/evilangel1.png?width=300" width="300" class="align-left"/></a></h3>
<h3>The Evil HR Lady is Actually Very Polite</h3>
<p>We contacted Suzanne Lucas, also known as the <a href="http://evilhrlady.org/" target="_blank">Evil HR Lady</a>, and asked if we could interview her about the topic of technology in the HR world. She agreed, and during the very first question, we mentioned that we didn’t know if she’d have an opinion on this matter. “I have opinions on everything,” she assured us, and we knew it was off to a good start.</p>
<p>HR technology is an area in which she is fairly comfortable. Six months into her career, she ended up in an HRIS department, and she stayed connected to that segment for a very long time. She even ended up becoming a trainer for integrating SAP systems. Now, she spends her time writing about the HR and recruitment industry, and she was happy to answer plenty of our questions. <span><br/></span></p>
<p><span>Connect With Suzanne:</span> She has a decade of experience in corporate human resources, and she hired, fired, managed the numbers, and double-checked with the lawyers while she was there. Follow her on <a href="https://twitter.com/RealEvilHRLady" target="_blank">Twitter</a>, connect with her at <a href="https://www.linkedin.com/in/suzannemlucas" target="_blank">LinkedIn</a>, read her <a href="http://evilhrlady.org/" target="_blank">blog</a>, or send her <a href="http://EvilHRLady@gmail.com/" target="_blank">an email</a>.</p>
<p><a href="http://api.ning.com:80/files/AOzcN6l-SPpWxTvt17LAsE43J3ht2FOGD-R4uF5PgiY1pEJcOrwApN4JsRYFZw9nNFZsGo9TO0DnMa9MyxpJViTvWY-jxTPj/SuzanneLucass.jpg" target="_self"><img src="http://api.ning.com:80/files/AOzcN6l-SPpWxTvt17LAsE43J3ht2FOGD-R4uF5PgiY1pEJcOrwApN4JsRYFZw9nNFZsGo9TO0DnMa9MyxpJViTvWY-jxTPj/SuzanneLucass.jpg?width=300" width="300" class="align-left"/></a></p>
<p><strong>When you hear the phrase HR Technology, what comes to your mind? Is this topic a buzzword that will disappear in a few years, or is it something that we better get used to talking about?</strong></p>
<p>“Whatever we call it, it’s definitely here to stay. We’re not going to go backwards, and we’re not going to go back to the time where we kept everyone’s salary on index cards in a shoebox. Which, actually, in the very first HR job I ever had, that’s how they kept all of their employee records. This was in 1999, I’m not that old! One of the problems that I know they had was that sometimes the salary that was written on that little notecard didn’t match the salary that payroll had, and which one is correct? Because, there’s no communication between shoeboxes. So, that’s one of the advantages of a system: if I give someone a raise, I put it into the system and it automatically feeds to payroll and there are no mistakes going on between them.</p>
<p>It allows other things, as well, to be on the same page. For instance, with SAP and many other systems, there’s an employee relations module. So, if I’m investigating a case, I can type it all up in the system, and if I quit, my new coworker who takes over all of my files has all of my notes. In the past, all of that would’ve been on paper, and it would’ve been there, but it was a lot more difficult to access. On the other hand, easier to access means sometimes more difficult to control privacy. If I need to know A, B, and C about all the employees, but I don’t need to know D, you need to make sure you set up the security so I can see all of this information, but not that information. It’s not necessarily technological error, but human error doesn’t go away just because we have technology.”</p>
<p><strong>Do you predict that technological advances will cause the personnel size of HR departments to shrink, grow, or remain the same?</strong></p>
<p>“Well, technology is one thing, but the other thing is government regulation. If I’m the recruiter, I enter your information in once, I click the hire button, and it automatically transfers all that information I’ve typed in on the applicant on to you as the new employee, and that triggers payroll and all these other things. All that is done at one time with one data entry person, so you don’t have to have all these different data entry clerks. But, when you have government requirements for something like Affirmative Action filings, they are now easier to do because you can press a button and run the report, but then the government says they know it’s easier, so they need more reports and more of this and that.</p>
<p>The other thing is, have you ever met anyone who has said, “My biggest hope is to shrink my level of power.”? No! So, what head of HR is going to be asking how they can cut their staff? But, one thing you’ve seen (and you will see more of) is the outsourcing of HR, and that is directly related to technology. Nowadays, a person with knowledge can create a computer program, and someone right out of high school with a part-time job can click on their screen to answer a question about your benefits. So, that can be done by outsourcing to someone for a lower paying job than with someone who has obtained a high level of knowledge over the years.”</p>
<p><strong>Throughout your time in the HR and recruitment industry, what are the biggest, most influential technological changes that you’ve seen?</strong></p>
<p><span><span>“I saw the shoebox system in 1999, and 6 months later I landed my first exempt-level, professional HR job. My job title was “HR Metrics Specialist,” and that meant I was doing the data analysis on the HR data. They hired me because I could do statistics and had six months of HR temp experience. But, that was so new, that I with a year of HR experience and six months of HR data experience was presenting at the state society for human resources management convention on HR metrics. My session was packed, because nobody was doing this – it was all brand new. I was showing them how to do graphs, and they had never seen this, and this was only 15 years ago. And now, everybody is doing that, but I was literally an expert with six months of experience. It was largely because, until you implemented an HRIS, you didn’t have any of that data without going through tons of paperwork and checking it off. Who has time for that? No one. So, as we’ve increased our technology into HR, the reporting capabilities have just exploded, and then you see the advent of the applicant tracking systems which has completely changed how we hire.”</span></span></p>
<p><strong>Should companies embrace HR technology and move towards it as much as possible, or should it only be used when there is a critical need for it?</strong></p>
<p>“I’m a big fan of technology, and I’m a big fan of data, but you need to keep that “human” in human resources. As soon as you start trying to replace everything with technology, you forget that the people are the company’s greatest asset.”</p>
<p><strong>What are the biggest mistakes you’ve seen that companies make with regards to HR technology?</strong></p>
<p>“The biggest mistake I’ve seen comes with the applicant tracking systems. It’s unfortunate that they were developed and became popular at the same time we were in a recession, because that meant there were a lot of applicants for every job. Suddenly, instead of having a stack of resumes on your desk, it was all in a computer and you did things by keywords. While pulling out people who fit those keywords might seem like a really great idea, it also gave us this idea that we should be able to find perfection. Before that, you had 20 resumes on your desk, and you’d better hire one of them. And now, you reject someone who only has 14 of your 15 key words. You can end up in a situation where you literally have 10,000 applicants, and your system says none of those fit. So, instead of thinking that we could pull 10,000 people out of the phonebook and several of them could do this job, we tend to trust the computer. When you apply for a job, you feel like you’re putting your resume into a black hole (you really are), and if you don’t have every “I” dotted and “T” crossed, you’re going to be rejected by the system. That’s where I see a huge downfall in the adoption of HR technology – we’ve replaced our brains with the computer’s brain.”</p>
<p><strong>Do you often see companies that are hesitant to invest in new technologies for their HR department? If so, do you have any helpful suggestions for those HR managers to get the larger budgets they’d like?</strong></p>
<p>“I think so because the financial decisions are made by the CEO, the finance person, etc. HR doesn’t bring in any money. We are a cost center. Why should I take money that I could be spending on my sales force (who bring in money), and spend it on an HR system? It is an expense, and if you can’t see the return on your investment, it’s going to be hard to convince your people with the checkbooks (does anybody have a checkbook anymore?). One of the main things you need to be able to emphasize is <em><strong>how this will benefit the business</strong></em>. For one thing, when talking about government regulation, the government’s not going to exclude you from reporting requirements because you don’t have a system that’s good enough to handle that. Also, for lawsuits, you have your data all at hand if you have your system set up properly. Use things like that to make a business case.”</p>
<p><strong>Should HR professionals (especially recruiters) use mobile apps to be connected around the clock?</strong></p>
<p>“There are lots of arguments both ways on this. When you go back to talking about the human side of human resources, if your employees never get any time off, or feel like they have to be available all of the time, that’s not an environment that’s conducive to employee happiness. Without employee happiness, you’re going to have a hard time having good, long-term productivity.”</p>
<p><strong>Should HR professionals use outside technological systems (such as LinkedIn) to communicate with employees and candidates, or should all correspondence be done through official company channels?</strong></p>
<p>“One of my big things that I say all the time is that companies need to allow their employees to have their own lives. When you start using outside systems like LinkedIn or Facebook or Twitter, and start getting involved with your employees that way, you take over their entire lives. You end up with situations where people feel like they’re being monitored all of the time. LinkedIn is business focused, and if you’re going to interview me for a job, I’m probably going to send you an invitation anyway, and we’ll already be connected when you hire me. I’ve had questions from bosses who noticed employees were updating their LinkedIn profiles, and they wanted to know if they should fire them now. I can see a boss being concerned because if they’re going to quit, they need to be replaced, but a lot of bosses take things so personally. But, the other employees will see how that one is treated, and don’t think they’ll be treated any better.</p>
<p>On the other hand, tools like LinkedIn and Facebook are excellent for hiring. I wrote <a href="http://www.inc.com/suzanne-lucas/hard-rock-cafe-hired-120-people-in-30-days-using-facebook-and-you-can-too.html" target="_blank">an article</a> a while back about Hard Rock Café in Venice, Italy. They opened a new store, and they did 100% of their hiring through Facebook. That worked extremely well for them, even though Facebook isn’t a traditional hiring platform.”</p>
<p><strong>Do you know any examples of resistance/hesitance to change where companies ended up being much more successful because they went through with it?</strong></p>
<p>“I don’t have any good, specific examples, but as a general rule, change is really hard for everybody. Even if you technically know that this system will be better than what we had before, the new system is different and it’s hard. You have to learn new things, and people say they like to learn new things, but they really don’t like to.”</p>
<p><strong>Will robots replace people to handle HR issues, and will you change your blog to become the Evil HR Robot?</strong></p>
<p>“What makes you think I’m human? I don’t think we’re in any danger of robots taking over. But, in all seriousness, there are some places where the human should be taken out of it. HR people, like all people, are fallible and have petty grievances. The computer won’t be offended by things that humans are offended by, and computers don’t pick favorites.”</p>
<p><em>Do you have any other questions for Suzanne (<a href="https://twitter.com/RealEvilHRLady" target="_blank">Twitter</a>, <a href="https://www.linkedin.com/in/suzannemlucas" target="_blank">LinkedIn</a>, <a href="http://evilhrlady.org/" target="_blank">blog</a>, or <a href="http://EvilHRLady@gmail.com/" target="_blank">email</a>)? Or, are there any other topics that you’d like us to seek out expert advice on? We’ll have more recruitment industry interviews coming soon, so write a comment, <a href="https://twitter.com/recruiteeHR" target="_blank">send a tweet</a>, or <a href="mailto:hello@recruitee.com" target="_blank">email us</a> if you have any comments, questions, or suggestions!</em></p>
<p><em>- - -</em></p>
<p><span><em>This post originally appeared on <a href="https://recruitee.com/blog/" target="_blank">Recruitee Blog</a> </em>(newsletter: <a rel="nofollow" class="_56pjv" href="http://eepurl.com/bMHiZD" target="_blank">eepurl.com/bMHiZD</a>)</span> </p>
<p><em><a rel="nofollow" href="https://twitter.com/alvafir" target="_blank">Hagi Trinh</a> is an avid recruitment writer at <a href="https://recruitee.com/" target="_blank">Recruitee</a>. The team is working on the greatest hiring platform of all time. You can sign up at <a href="https://recruitee.com/" target="_blank">recruitee.com</a> to try it out and follow us on Twitter <a rel="nofollow" href="http://twitter.com/recruiteeHR" target="_blank">@recruiteeHR</a>.</em></p>Gaps in Security: Most Common Vulnerabilities in Business Todaytag:www.recruitingblogs.com,2016-01-07:502551:BlogPost:19387572016-01-07T15:21:56.000ZBrooke Chaplanhttp://www.recruitingblogs.com/profile/BrookeChaplan
<p>As technology becomes integrated into every business process, there are security vulnerabilities created as well. As advancing and convenient as most technology is, these gaps in security can greatly hurt a business if cyber-criminals decide to target you. Your own company should work to eliminate these IT vulnerabilities through following the three strategies below.…<br></br></p>
<p>As technology becomes integrated into every business process, there are security vulnerabilities created as well. As advancing and convenient as most technology is, these gaps in security can greatly hurt a business if cyber-criminals decide to target you. Your own company should work to eliminate these IT vulnerabilities through following the three strategies below.<br/> <a target="_self" href="http://api.ning.com:80/files/N2Dbljz*EDV5fzYsJUJSeZjmNaAi5-d26tGyS*zk5PPkzPoSfZ7GzhEkTXpiJgqOtOIiN9jqEEsWWlVG5mFnC9HsEErrLaSd/GapsinSecurityMostCommonVulnerabilitiesinBusinessToday.JPG"><img class="align-center" src="http://api.ning.com:80/files/N2Dbljz*EDV5fzYsJUJSeZjmNaAi5-d26tGyS*zk5PPkzPoSfZ7GzhEkTXpiJgqOtOIiN9jqEEsWWlVG5mFnC9HsEErrLaSd/GapsinSecurityMostCommonVulnerabilitiesinBusinessToday.JPG" width="541"/></a><br/> <b>Mobile Security</b><br/> Mobile security technology is still catching up to most mobile device advancements. As a result, hackers have more loopholes and opportunities to infiltrate mobile platforms. For example, <a href="http://www.bsminfo.com/doc/identifying-the-gaps-in-mobile-payment-0001">many mobile devices</a> lack authentication passwords to protect sensitive data. The most common security measure is a four digit PIN. However, the simplicity of this code allows mobile devices to be easily cracked. On the other hand, not all sensitive mobile transactions involve two-factor authentication. For example, if an employee accesses a financial app to make a transaction, they will usually only be asked to repeat their password. With two-factor authentication, it will require the user to pass a secondary security question. In addition, company networks and software should be programmed to automatically verify the mobile device users’ identify through embedded manufacturing identification factors.<br/> <br/> <b>Corporate Espionage</b><br/> Most random hackers simply want to steal confidential information to sell on the black market for temporary identify theft purposes. However, there are also hackers and even long-term employees who will only want to steal industrial information. This could be proprietary formulas, innovative technology, and intellectual property. This is especially concerning for companies that deal with innovative products and services, such as IT services, military manufacturers, and even fashion design. Therefore, the malware used by these hackers tend to be harder to detect. On the other hand, employees or visitors may use social engineering techniques in order to elicit confidential security information so they can steal valuable data from the system. Employees must be continually reminded and trained about security awareness to stop these kinds of problems. <br/> <br/> <b>Wireless</b><br/> Many companies use free Wi-Fi in order to attract customers into the store. Of course, their own internal wireless network will be protected. However, not all wireless transmissions are properly encrypted. For example, emails sent from a mobile device is normally not encrypted during the transition process. Additionally, many common software programs do not encrypt the data that is sent and received over the network. As a result, this data can be intercepted and stolen. You should have <a href="http://www.ottawa-it-services.ca/ottawa-it-services/managed-services/">IT services in Ottawa</a> ensure that open and closed Wi-Fi systems both have excellent security software programs. These programs and <a href="http://www.ottawa-it-services.ca/">managed services in Ottawa</a> often also provide monitoring services that will help managers prohibit certain activities and improve productivity. <br/> <br/> To recap, some of the most concerning security vulnerabilities for businesses include mobile technology, corporate espionage and wireless technology. Use these areas to find better techniques and ideas for protecting information and keeping your technology foolproof.</p>What's News in Recruiting Technologytag:www.recruitingblogs.com,2015-12-17:502551:BlogPost:19359042015-12-17T12:30:00.000ZChris Russellhttp://www.recruitingblogs.com/profile/careercloud
<p><a href="http://api.ning.com:80/files/S-*Q0dYAAj18NJIwWK7Mul9QVSGRHlu0mjcpddpkiSdKjelyoF2E-599toALCKIDU0eMEsPQo0hI*5i5hdd8cGc*XBakYyuL/rectechroundup.png" target="_self"><img class="align-left" src="http://api.ning.com:80/files/S-*Q0dYAAj18NJIwWK7Mul9QVSGRHlu0mjcpddpkiSdKjelyoF2E-599toALCKIDU0eMEsPQo0hI*5i5hdd8cGc*XBakYyuL/rectechroundup.png?width=300" width="300"></img></a></p>
<p>Even though it's December that hasn't stopped the recruiting headlines from rolling. Here's my latest roundup of who and what is making news. Stay in touch with <a href="http://www.chrisrussell.io/newsletter/" target="_blank">everything I write here</a>.</p>
<p><strong>LinkedIn Revamps Its Jobs Listings…</strong></p>
<p><a href="http://api.ning.com:80/files/S-*Q0dYAAj18NJIwWK7Mul9QVSGRHlu0mjcpddpkiSdKjelyoF2E-599toALCKIDU0eMEsPQo0hI*5i5hdd8cGc*XBakYyuL/rectechroundup.png" target="_self"><img src="http://api.ning.com:80/files/S-*Q0dYAAj18NJIwWK7Mul9QVSGRHlu0mjcpddpkiSdKjelyoF2E-599toALCKIDU0eMEsPQo0hI*5i5hdd8cGc*XBakYyuL/rectechroundup.png?width=300" width="300" class="align-left"/></a></p>
<p>Even though it's December that hasn't stopped the recruiting headlines from rolling. Here's my latest roundup of who and what is making news. Stay in touch with <a href="http://www.chrisrussell.io/newsletter/" target="_blank">everything I write here</a>.</p>
<p><strong>LinkedIn Revamps Its Jobs Listings With Big Data Analytics: </strong>you can now see more data about the company, who works there, and how you compare to previous applicants. The new look will be rolled out to 10% of LinkedIn’s English audience today, covering the U.S., Canada, India, the UK and Australia. Other regions will get it later. Their goal is a better job hunting experience which in my opion is long overdue. Ive never been a fan of their job search user experience. Now you can get an insider look at the company hiring trends and better see who works there. It sounds like the new features will be quite useful. [<a href="http://techcrunch.com/2015/12/15/linkedin-revamps-its-jobs-listings-with-big-data-analytics/" target="_blank">article</a>]</p>
<p><strong>Another job matching app has launched</strong>...its called <strong>JobNow</strong>...which is focusing on restaurants and food services, the startup is aiming to compete with online job companies like CareerBuilder, Indeed.com and Craigslist. They are based in Dallas and working with employers such as 7-Eleven, Pizza Hut, and Whataburger for its pilot. Learn more at jobnow.me. [<a href="http://www.bizjournals.com/dallas/blog/techflash/2015/12/the-pitch-jobnows-job-matchmaking-system-aiming-to.html" target="_blank">article</a>]</p>
<p><strong>A review site specifically for internships...InternWire</strong> is described as "Yelp for internships" according <a href="http://upstart.bizjournals.com/companies/startups/2015/12/13/internwire-like-yelp-for-internships.html" target="_blank">this article</a>. Go to <a href="http://www.internwire.com" target="_blank">internwire.com</a> to see it.</p>
<p><strong>Indeed has launch Indeed Prime</strong> which uses multiple criteria to match engineers, designers and product managers with employers in the major tech cities such as NY, Austin and San Fran...they hold coding contests in order to help you find the best talent...whats also interesting is that Indeed also pays the candidate a 5k signing bonus themselves for taking part. [<a href="http://www.businesswire.com/news/home/20151216005229/en/Launches-Product-Designed-Discover-Top-Tech-Talent" target="_blank">read the release</a>]</p>
<p><strong>Are job seekers crying out for a recruiter review site?</strong> Based out of London, Recfluence wants to become a central platform that lets all job seekers leave feedback and exchange information about their experiences with recruitment agencies and consultants. Its only for the uk right now..go to <a href="http://www.recfluence.com" target="_blank">recfluence.com</a> to check it out. [<a href="http://www.prlog.org/12513954-recruiters-beware-new-ratings-watchdog-could-be-death-knell-for-agencies-providing-poor-service.html" target="_blank">read the release</a>]</p>
<p><strong>In other news...</strong></p>
<ul>
<li><strong>TalentSky</strong> Is Building A Professional Network With A Focus On Verified Skills that go beyond Linkedin endorsements...talentsky.com [<a href="http://techcrunch.com/2015/12/04/talentsky-board-of-directors/" target="_blank">article</a>]</li>
<li>Another startup out of Indianapolis is raising $2 million for a location-based mobile application and website that helps people searching for low- and mid-skill jobs. <strong>Work Here</strong> uses millions of job postings from the <em>DirectEmployers</em> database, employers can launch an ad campaign that targets a specific profession in a certain geographic area. [<a href="http://www.ibj.com/articles/56083-startup-seeks-2m-to-help-employers-fill-low-skill-jobs" target="_blank">article</a>]</li>
<li><strong>TINYpulse</strong> which helps companies assess employee morale has raised a $6 million funding round to help fuel growth for its employee happiness platform. [<a href="http://www.hiredaily.com/tinypulse-raises-6m-to-help-companies-assess-employee-morale/" target="_blank">article</a>]</li>
<li>WorkanGo is a newly-launched job board in the UK dedicated to filling the demand between companies and low-skilled, immediate candidates. [<a href="https://bdaily.co.uk/entrepreneurship/08-12-2015/a-festive-chat-with-kristian-poliszczuk-director-of-online-job-portal-workango/" target="_blank">article</a>]</li>
<li><strong>Free job Postings</strong> is a new board for New Zealand that offers free job postings. The site was designed by a team of former professional recruitment consultant in both internal and agency recruitment. [<a href="http://www.mytechbits.com/a-free-job-board-website-has-been-launched-in-new-zealand/981102733/" target="_blank">article</a>]</li>
<li><strong>Talenetic</strong>, the latest start-up of Keith, Graham and Eric Potts (the founders of the UK’s leading job board Jobsite.co.uk), has signed their first client in the USA. <em>The Seattle Times</em> chose Talenetic to build and maintain their digital recruitment offering replacing their current provider Adicio. View the <a href="http://jobs.seattletimes.com" target="_blank">new site here</a>.</li>
</ul>HRtech Conference 2015 Aftermathtag:www.recruitingblogs.com,2015-11-05:502551:BlogPost:19274572015-11-05T06:24:24.000ZRchilli Parserhttp://www.recruitingblogs.com/profile/RchilliParser
<p><a href="http://api.ning.com:80/files/cDEmeB8bWGQYvVvVFSlkTKi0GMYa*628gYXSdIBzGh5FAvuUBFqtOb-bF6aw6IpCPHOaKRqzxoBKmshy3aIPMJZWXWKy82jX/Todo.jpg" target="_self"><img class="align-center" src="http://api.ning.com:80/files/cDEmeB8bWGQYvVvVFSlkTKi0GMYa*628gYXSdIBzGh5FAvuUBFqtOb-bF6aw6IpCPHOaKRqzxoBKmshy3aIPMJZWXWKy82jX/Todo.jpg?width=450" width="450"></img></a></p>
<p>Yet Again, this year HR technology rocked at the conference in Las Vegas with presence of so many illuminated participants, Innovators, Entrepreneurs and new-age startups in particular. More announcements and announcements, product releases about new features, mergers and acquisitions, finest wines, latte and VIP…</p>
<p><a href="http://api.ning.com:80/files/cDEmeB8bWGQYvVvVFSlkTKi0GMYa*628gYXSdIBzGh5FAvuUBFqtOb-bF6aw6IpCPHOaKRqzxoBKmshy3aIPMJZWXWKy82jX/Todo.jpg" target="_self"><img src="http://api.ning.com:80/files/cDEmeB8bWGQYvVvVFSlkTKi0GMYa*628gYXSdIBzGh5FAvuUBFqtOb-bF6aw6IpCPHOaKRqzxoBKmshy3aIPMJZWXWKy82jX/Todo.jpg?width=450" width="450" class="align-center"/></a></p>
<p>Yet Again, this year HR technology rocked at the conference in Las Vegas with presence of so many illuminated participants, Innovators, Entrepreneurs and new-age startups in particular. More announcements and announcements, product releases about new features, mergers and acquisitions, finest wines, latte and VIP lounge meetings, all about HR interestingly, we have to admit. HR would completely overhaul the entire workforce processes to acquaint better for future generation workers needs.</p>
<p><strong>Here is our best pick:</strong></p>
<ol>
<li><strong>Transformation-</strong> Today’s HR is on a transformational journey towards a more strategic role rather than just being a payroll function. In words of John F. Hansen, vice president of HCM, HR needs to be a bigger part of Enterprise resource planning, moving to shared service centres having specialized functions. HR now has to contribute to revenue discussions, output enhancements and ideas about the companies growth and prospects. HR should also face towards the challenges, stopping company to grow. The whole idea is to identify the key employees for the company and keep them for long.</li>
<li><strong>Social Media –</strong> The waves of change have come and probably Social is the biggest thing for today’s generation. We tend to spend more time online than to sleep and even look for work over there. Recruiters need to have a better understanding of target audience via social and see what they are looking for. The best way today to capture millennial’s interest is to improve visibility online. The cheapest way of Employer Branding today is undoubtedly online, and that’s where companies can save millions and builds a name of its own.</li>
<li><strong>Standardized Processes-</strong> Hiring managers and Recruiters today seek strong collaboration to source candidates online and streamline hiring workflows but that can’t be done till the time processes are streamlined. Today HR applications should be extremely easy to use and integrate, modern in terms of approach and ideal addition to candidate experience.</li>
<li><p><strong>Predictive-</strong> Companies are getting smarter and making informed decisions based on data accumulated over the period. Do you know? HR can benefit from data-driven insights that will help businesses solve important issues and enhance productivity on a large scale. If machine learning and artificial intelligence can provide us insights, then we must use it for deriving business outcomes easily. We must get people, processes, and technology for improving the landscape of our organizations and Predictive help us achieve that.</p>
</li>
<li><p><strong>Matching Software-</strong> LinkedIn recruitment new product closely matches profiles of people they already know and like, job matching software has come to its prime most importance now. Recruiters can become more competitive by being specific in their search and using semantic for latest advances in searching. We need a host of algorithms to get critical information first in front of eyes while keeping the talent standards high.</p>
</li>
</ol>
<p>With more people changing jobs next year, this can be a pretty handsome tool to watch-out.</p>
<p>The best thing about these conferences is, you are displayed how technology is being used to solve real-world problems and how they impact business businesses with what’s next expected. A must-have for every HR practitioner.</p>
<p>Indeed, HRtech is the event you should look for if you want to get up-to-speed about everything on HRtech. Be ready to delve into the future of technology in HR and network with industry stalwarts, practitioners and experts. The event was huge success with 20% more attendance in 2015 leading to record-breaking attendance for the sixth year in a row.</p>
<p>Looking forward to the next year conference on <strong>October 4-7, 2016 at MCCORMICK PLACE, CHICAGO</strong>. Till then, let’s meet and discuss trends in tech, culture, and tools within the HR space.</p>Recruiting CRM Software: What To Look For & Why You Need Onetag:www.recruitingblogs.com,2015-07-15:502551:BlogPost:19056572015-07-15T19:30:00.000ZMary Waleyhttp://www.recruitingblogs.com/profile/MaryWaley
<p><a href="http://api.ning.com:80/files/UJ8aoEZo49Y6c9PwPvMmqcKEaMnVXCiUNOVNbQgQiBOFsVRrfB8Pyk9ZdHfESiAQtzeGa0ihCP8B2m7nRR9CtLVPl2Ulyox7/WhyyouneedarecruitingCRMandwhattolookforSoMe.jpg" target="_self"><img class="align-center" src="http://api.ning.com:80/files/UJ8aoEZo49Y6c9PwPvMmqcKEaMnVXCiUNOVNbQgQiBOFsVRrfB8Pyk9ZdHfESiAQtzeGa0ihCP8B2m7nRR9CtLVPl2Ulyox7/WhyyouneedarecruitingCRMandwhattolookforSoMe.jpg?width=750" width="750"></img></a> As a recruiting and staffing agency you want to win clients, place candidates efficiently and conveniently access information needed to make strategic decisions. A strong ATS (applicant tracking system) with a built in recruiting CRM software (customer relationship management) can…</p>
<p><a target="_self" href="http://api.ning.com:80/files/UJ8aoEZo49Y6c9PwPvMmqcKEaMnVXCiUNOVNbQgQiBOFsVRrfB8Pyk9ZdHfESiAQtzeGa0ihCP8B2m7nRR9CtLVPl2Ulyox7/WhyyouneedarecruitingCRMandwhattolookforSoMe.jpg"><img class="align-center" src="http://api.ning.com:80/files/UJ8aoEZo49Y6c9PwPvMmqcKEaMnVXCiUNOVNbQgQiBOFsVRrfB8Pyk9ZdHfESiAQtzeGa0ihCP8B2m7nRR9CtLVPl2Ulyox7/WhyyouneedarecruitingCRMandwhattolookforSoMe.jpg?width=750" width="750"/></a>As a recruiting and staffing agency you want to win clients, place candidates efficiently and conveniently access information needed to make strategic decisions. A strong ATS (applicant tracking system) with a built in recruiting CRM software (customer relationship management) can assist greatly. There are many recruiting CRM features to look out for during the software selection process. Here we will discuss the benefits of working with a recruitment CRM and what features provide these benefits.</p>
<p><strong>Aggregated, Organized and Accessible Information</strong></p>
<p>With a strong recruiting CRM software an agency can aggregate all key client data in one place that is accessible anywhere (if the recruiting CRM is offered as SAAS, like CURA) and by any employee or department that needs access. All client information, contacts, notes, schedule items and documents can be stored within the system. A system that also offers an integration with your email service provider is efficient as any email communication will then also be stored within the recruitment CRM system.</p>
<p>The advanced search technology employed by most CRM systems (CURA included) allows users to find clients within their database through various criteria quickly and easily. This feature is highly beneficial in many situations but one example that jumps to mind is, an agency acquires a new star IT candidate in a certain location, they can then search the clients in their CRM database to promote the candidate based on similar experience and skills. With one click CURA users can email the client, or many if the search returns more than one result.</p>
<p>When evaluating systems inform yourself on importing data, you want the process to be straight forward so it will reduce time spent on data input. CURA offers a very simple to use input wizard as well as a <a href="http://www.mindscope.com/Staffing-and-Recruiting-Software-Features/staffing-software-data-import-tool/">data import tool</a> that allows for custom mapping of data imported from .CSV files.</p>
<p><strong>Stronger Client Relationships</strong></p>
<p>When deciding on a recruitment CRM, agencies often desire one that allows for custom data fields and searchable notes. CURA offers a highly customizable CRM system, its users can create client and contact specific custom fields to gather information they feel will help them build strong, friendly relationships with leads and active clients. Within the notes section users can record details of their conversations so no detail is ever forgotten or over looked. With CURA’s <a href="http://www.mindscope.com/Staffing-and-Recruiting-Software-Features/recruiting-management-software-dynamic-scheduling/">Dynamic Scheduling</a> feature, users can schedule various activities, set notifications, and send meeting invites to select individuals. These reminders function similarly to Outlook reminders making them familiar and easy to work with.</p>
<p><strong>Increased Revenue</strong></p>
<p>Implementing a recruitment CRM system can have a very positive affect on an agency’s revenue. Firstly for the simple reason of reducing data entry time. A good recruiting CRM will help you work more efficiently and keep the whole team more organized, leaving more time for client acquisition. Secondly, the strong lead relationships you are building due to the wealth of data you can store on their profiles will lead to proactive actions and help build long-term clients by helping you continually nurture relationships.</p>
<p><strong>Data-Driven Decision Making</strong></p>
<p>Big data is driving strategic decisions in businesses across all industries and it is no different in the world of staffing and recruiting. A strong CRM system will include analytics displayed on dashboard widgets and accessible through canned (pre-made) or Ad-Hoc reports (ideally both as CURA offers). These analytics allow users to make data-driven decisions. For example, through the CURA Opportunities by Sales Representative Widget users can view all opportunities with their projected revenue broken down by each sales person on the team. Managers can easily view projected revenue and determine which representatives are performing best, who may be available to handle a new lead, who may be the ideal person to take on a preferred lead and more. While through the Opportunities Comparison Widget CURA users can view all opportunities with the ability to filter them by which stage of the lead lifecycle they are in (lead, prospect, negotiations, etc.). CURA allows each stage to be linked to a probability of closing, therefore users can quickly see which leads have the best chance of becoming clients, all from the CRM dashboard. Lead lifecycle stages and probabilities are fully customizable in CURA.</p>
<p>The search for the best recruiting CRM can be a big undertaking, but if you keep the above points in mind you will be able to select one that is highly beneficial to your organization. Alternatively, your search can stop here, <a href="http://www.mindscope.com/free-applicant-tracking-system-demo/">request a free live CURA demo</a> today and let us show you these features in action.</p>
<p>You can view the original blog post <a href="http://www.mindscope.com/recruiting-crm-software-what-to-look-for-and-why-you-need-one/" target="_blank">here</a>.</p>Virtual Reality in Recruitment: Could this be a game changer?tag:www.recruitingblogs.com,2015-06-03:502551:BlogPost:18928702015-06-03T12:29:18.000ZAustin Fraser Ltdhttp://www.recruitingblogs.com/profile/Daniel596
<p><a href="http://api.ning.com:80/files/p8dNfbTfHuCfaAay*wwTaAk3kA4jn0QJ9oyok3T3i39VVwxqcP-XXkSAFojBqiYyyenE7Tm16CRbsZL5GdDZupdtkfqslukI/VirtualReality.jpg" target="_self"><img class="align-full" height="435" src="http://api.ning.com:80/files/p8dNfbTfHuCfaAay*wwTaAk3kA4jn0QJ9oyok3T3i39VVwxqcP-XXkSAFojBqiYyyenE7Tm16CRbsZL5GdDZupdtkfqslukI/VirtualReality.jpg" width="721"></img></a></p>
<p></p>
<p>So far in 2015, the tech topic on the tip of everybody’s tongue has been virtual reality (VR) and the potential applications it might have. As always with the release of any technology, some believe VR could be a worldwide game-changer and some think it’ll be a bit of a damp squib. We won’t know…</p>
<p><a href="http://api.ning.com:80/files/p8dNfbTfHuCfaAay*wwTaAk3kA4jn0QJ9oyok3T3i39VVwxqcP-XXkSAFojBqiYyyenE7Tm16CRbsZL5GdDZupdtkfqslukI/VirtualReality.jpg" target="_self"><img src="http://api.ning.com:80/files/p8dNfbTfHuCfaAay*wwTaAk3kA4jn0QJ9oyok3T3i39VVwxqcP-XXkSAFojBqiYyyenE7Tm16CRbsZL5GdDZupdtkfqslukI/VirtualReality.jpg" width="721" height="435" class="align-full"/></a></p>
<p></p>
<p>So far in 2015, the tech topic on the tip of everybody’s tongue has been virtual reality (VR) and the potential applications it might have. As always with the release of any technology, some believe VR could be a worldwide game-changer and some think it’ll be a bit of a damp squib. We won’t know the answer for a while, but with forecasts that the VR market reach in excess $5.2 billion by 2018, we wanted to talk about some of the potential applications.</p>
<p>According to KZER Worldwide, hardware revenue alone from VR devices could reach an estimated $2.3 billion in 2018, with hardware revenues between 2014 and 2018 reaching a total of $8.4 billion. Our everyday lives are awash with devices from smartphones to wearable tech and computers to Internet of Things devices. These technologies are becoming common place, but none are garnering as much attention as VR technology.</p>
<p>At Austin Fraser we’re always looking to develop and evolve our infrastructure, from the installation of an entirely new IT system in 2014, to the complete replacement of our phone systems in 2015. One of the technologies that has us really interested is the potential for VR. We wanted to narrow down some of the really exciting potential opportunities we see within the recruitment industry.</p>
<p><b>Tours:</b></p>
<p>So you’ve invested heavily in creating a wonderful work environment for your dedicated employees and this really helps you to capture the attention of prospective candidates at interview stage. Using VR technology you could deliver virtual tours, providing an insight into your working world without the need to ever leave the comfort of their own home; perfect for giving those candidates who aren’t quite sure a little nudge in the right direction or saving them that long drive from long and expensive journeys if they’re considering relocation.</p>
<p><b>Assessments:</b></p>
<p>Imagine you’re recruiting for a highly technical engineering role and in order to properly assess the candidate’s abilities, you’ll need them to come to site to conduct a practical exam or run through – VR technology has the potential to allow you to remotely assess your candidate’s skills and whether or not their technical ability is up to the standard you need it to be. Not only is this more practical, but there is significantly reduced risk to your business and their safety than there would be if they were using real equipment.</p>
<p><b>Interviews and meetings:</b></p>
<p>Professor Albert Mehrabian wrote a book in 1971 which suggested that only 7% of communication is what we actually say, 55% is body language and 38% is delivered through tone of voice. Facebook’s acquisition of Oculus brought with it speculation of an entirely new world of social networking and communication. A VR platform could allow you to conduct face-to-face interviews remotely within a virtual plain, allowing you to carry out those meetings in neutral areas. VR would give interviewers full access to the communication spectrum so they can truly understand their candidates without the need to meet them face to face. Imagine your final stage interview being carried out on a virtual beach whilst sipping a virtual piña colada…That can only be a good thing, right? </p>
<p><b>Collaborative assessments:</b></p>
<p>Particularly when recruiting for senior roles, the decision can often involve a number of other senior members of staff from within a business. Arranging for everybody to be in the same place at the same time can be extremely challenging when dealing with busy calendars and multiple geographical locations. VR takes concepts like video calling to the next level, allowing employers to all be involved in the interview process remotely, along with the discussion and decision making process afterwards. </p>
<p>The future is almost here. Technology is readily available and evolving all the time; the real challenge is changing longstanding mindsets. Whether you’re an established global brand or a tech savvy Silicone Valley start up, if you don’t keep up with the rapid changes that are taking place in this digital world, you’ll be left behind. Embracing the future is vital. The world is changing so quickly and it looks set to continue. </p>
<p style="text-align: left;">We can’t wait to see what the future holds for us, recruitment and the business world! </p>
<p><strong>Austin Fraser is an award winning, specialist IT and Engineering recruiter who specialise in sourcing specialists. It's our mission to break the perception of 'stereotypical recruiters' and demonstrate that recruitment, when done well, is an excellent and consultative process. </strong></p>
<p><strong>View the original article here: <a rel="nofollow" href="http://blog.austinfraser.com/">http://blog.austinfraser.com</a>/</strong></p>
<p><strong>Find us on LinkedIn: <a rel="nofollow" href="https://www.linkedin.com/company/austin-fraser" target="_blank">https://www.linkedin.com/company/austin-fraser</a></strong></p>The secret to attracting and retaining the best candidatestag:www.recruitingblogs.com,2015-05-06:502551:BlogPost:18840622015-05-06T11:54:02.000ZLouisa Bainbridgehttp://www.recruitingblogs.com/profile/LouisaBainbridge
<p>Figures suggest the probability of quitting is over 92% when workers have to commute for over 45 minutes. Others say that an extremely short commute leads employees to remain in their jobs 20% longer. It’s no surprise that candidates are more likely to reject a job offer if the commute is too long when they’re less likely to stay.</p>
<p>How can you make sure that candidates don’t reject the offer because of commuting? How can you ensure that they stay once they’re there? Let them search by…</p>
<p>Figures suggest the probability of quitting is over 92% when workers have to commute for over 45 minutes. Others say that an extremely short commute leads employees to remain in their jobs 20% longer. It’s no surprise that candidates are more likely to reject a job offer if the commute is too long when they’re less likely to stay.</p>
<p>How can you make sure that candidates don’t reject the offer because of commuting? How can you ensure that they stay once they’re there? Let them search by commute time not miles radius. This will deliver more relevant results for them and more relevant applications for you because…</p>
<ol>
<li>Time understands that candidates must use transport networks and take into account geographical obstacles like mountains and rivers. Miles radius searching assumes they can travel as the crow flies.</li>
<li>Candidates can fit their search to the mode of transport they’ll be using and calculate the commute by train, bike, car, bus or foot.</li>
<li>It eliminates the results that are tricky to get to, but still technically ‘close’ and shows places that are speedy to get that were originally ‘far away’.</li>
<li>Job seekers that can weigh up results pages by commute times don’t have to spend time doing their own transport research.</li>
</ol>
<p><a href="http://api.ning.com:80/files/LDRZ*VdxUTEDusC6fuDxZlx5MAHN42LMDSt5wm8OvIWotDR7*nsGsLo9vqtwzbmhhNBYRDeVhSyjT49TmAOoaBou3NEexPCy/1.jpg" target="_self"><img src="http://api.ning.com:80/files/LDRZ*VdxUTEDusC6fuDxZlx5MAHN42LMDSt5wm8OvIWotDR7*nsGsLo9vqtwzbmhhNBYRDeVhSyjT49TmAOoaBou3NEexPCy/1.jpg" width="472" class="align-center"/></a></p>
<p>The TravelTime platform can be plugged into any job search site to make sure that results are searched, delivered or displayed on a map using minutes rather than miles. <a href="http://www.gettraveltime.com/" target="_blank">Take a look at how it works here</a> or <a href="http://www.gettraveltime.com/users/sign_up" target="_blank">sign up for a demo here</a>.</p>
<p></p>
<p></p>Technology-Focused Career Options for Women: Virtually Limitlesstag:www.recruitingblogs.com,2015-02-27:502551:BlogPost:18666752015-02-27T14:22:09.000ZCourtney Hunthttp://www.recruitingblogs.com/profile/CourtneyHunt
<p><a href="http://denovati.com/2014/10/technology-focused-career-options-for-women" target="_blank"><img class="align-left" src="http://denovati.com/wp-content/uploads/2014/10/Technology-focused-career-paths-for-women-150x111.png?width=150" width="150"></img></a> In <a href="http://www.business2community.com/trends-news/women-technology-promoting-broader-perspective-01164119" target="_blank" title="Women in Technology: Promoting a Broader Perspective">Women in Technology: Promoting a Broader Perspective</a>, I argued that women can make strong contributions in technology-focused areas without being employed by technology firms or educated…</p>
<p><a href="http://denovati.com/2014/10/technology-focused-career-options-for-women" target="_blank"><img src="http://denovati.com/wp-content/uploads/2014/10/Technology-focused-career-paths-for-women-150x111.png?width=150" width="150" class="align-left"/></a>In <a title="Women in Technology: Promoting a Broader Perspective" href="http://www.business2community.com/trends-news/women-technology-promoting-broader-perspective-01164119" target="_blank">Women in Technology: Promoting a Broader Perspective</a>, I argued that women can make strong contributions in technology-focused areas without being employed by technology firms or educated and trained in technology-related fields. This piece extends those ideas by highlighting the diversity of career options for women available in the Digital Era.</p>
<p>Although well intentioned and certainly important, emphasizing the need to encourage girls and young women to pursue computer science can be off-putting to many of our best, brightest, and most ambitious. The relatively narrow focus, combined with media-fed stereotypes and negative press about the tech industry and tech firms, can result in women rejecting the idea of integrating technology into their studies and career pursuits because they see it as an either/or proposition. You either focus on technology or you focus on something else – and many of them don’t think of themselves (or want to be perceived) as “techies” (for a further exploration of this phenomenon, check out <a href="http://cacm.acm.org/news/177843-computings-narrow-focus-may-hinder-womens-participation/fulltext" target="_blank">this article</a>).</p>
<p>Rather than emphasizing digital technology as an end unto itself, I think we might be better served by framing it as a means to an end. That way, young women would probably feel less pressure to pick an area of study or career that is driven or defined by technology, and might consider combining topics about which they’re passionate and knowledgeable with technology.</p>
<p>Here are some of my thoughts on the more expansive messages – and related examples – we can provide to expand the Digital Era career options for women and increase the number of <em>women in technology</em>. What would you add to the mix?</p>
<h4 style="text-align: center;"><strong>You can be a Tech Entrepreneur without Being a Coder</strong></h4>
<p>Last fall I attended American Express’s <em>OPEN Forum: CEO BootCamp for Women</em> in Chicago. Virtually all of the speakers were women who had started what can rightfully be considered tech companies – and all of them were driven by non-tech motives. For example:</p>
<ul>
<li><strong>Jessica Brond Davidoff</strong> founded two companies – The Edge in College Prep, and most recently Admittedly – because she wanted to eliminate the barriers that many high school students face in pursuing higher education. She has a BA in public and international affairs.</li>
<li><strong>JJ Ramberg</strong> was inspired in part to found Goodsearch while she was reporting on the aftermath of Hurricane Katrina. She and her co-founder brother wanted to find a way to channel some of the revenue generated by search engines toward philanthropic causes. She has a BA in English and an MBA.</li>
<li><strong>Alexa von Tobel</strong>’s motivation to found LearnVest.com came from her own sense of being overwhelmed by how to manage her money when she graduated from college. Her goal was to make “financial planning affordable, accessible and even delightful.” She has an AB in Psychology and Romance Languages and Literature and attended but did not graduate from business school.</li>
</ul>
<h4 style="text-align: center;"><strong>Technology Can Take Your Passions to a Whole New Level</strong></h4>
<p>Goals, passions, motivations, and drives are the <em>what</em> – and for many young women they’re fairly easy to define. What’s harder for many of them is to determine the <em>how</em>. Instead of discouraging their passions (particularly if they’re in areas that have less cachet or are less lucrative), we should help them see how leveraging social and digital technology can open up new possibilities, increasing both potential career roles and paths and the likelihood of success.</p>
<p>Examples of some of the non-tech passions that can drive young women and the ways in which digital technology can be integrated into them include:</p>
<table class="aligncenter" border="5" cellspacing="2" align="center">
<thead><tr><th scope="col">Passion</th>
<th scope="col">Tech Possibility</th>
</tr>
</thead>
<tbody><tr><td>Helping the disenfranchised and underprivileged, particularly in the developing world</td>
<td>Using publicly-available data and analytics to better assess the problems and devise more effective solutions</td>
</tr>
<tr><td>Providing counseling services to help people deal with loneliness, isolation, substance abuse and other mental health issues</td>
<td>Online or virtual counseling for people in remote areas who can’t easily get to a counselor or counseling center</td>
</tr>
<tr><td>Breaking the cycle of poverty by supporting entrepreneurship and creating economic self-sufficiency</td>
<td>Leveraging mobile technology to educate and provide micro-finance options, as well as sales and delivery channels</td>
</tr>
<tr><td>Improving health conditions throughout the world</td>
<td>A range of telemedicine options for diagnosis, service delivery, and ongoing care</td>
</tr>
</tbody>
</table>
<h4 style="text-align: center;"><strong>Every Profession – and Career – can have a Digital Dimension</strong></h4>
<p>The above examples highlight how virtually all careers can offer technology-focused sub-specialties, most of which require little or no coding expertise. There are also many IT career possibilities that don’t involve coding. Here are some more examples (listed in alphabetical order):</p>
<ul>
<li><strong>Accounting</strong>: in addition to changes in traditional areas like auditing, technology is also creating fresh opportunities in newer areas like business intelligence, behavioral accounting, and accounting analytics.</li>
<li><strong>Finance</strong>: like accounting, finance is being transformed by analytics, as well as algorithmic approaches to data analysis and decision making. Social media is also creating a range of new opportunities (and challenges) for publicly-traded and financial service firms, as well as individual advisors. And then there is the potential impact of digital currencies like Bitcoin… All of these changes require savvy professionals to help navigate the uncharted and tumultuous waters that lay ahead.</li>
<li><strong>Information Technology</strong>: newer areas like data analytics may be getting most of the attention these days, but there’s also strong need and demand in project management, industrial design, user experience design, usability testing, and user training.</li>
<li><strong>Law</strong>: new and growing areas of focus include privacy, cybersecurity, net neutrality, intellectual property, and ecommerce.</li>
<li><strong>Marketing</strong>: this field has been almost completely transformed by social and digital technologies. Disciplines now include digital marketing and advertising, ecommerce, search engine optimization (SEO) and marketing (SEM), social media management, mobile marketing, content marketing and marketing analytics. If we extend marketing to include other communications with external stakeholders, we can also include community management and digital customer service as areas of focus. Drilling down deeper into content production itself presents a range of possibilities in design, development, and delivery.</li>
<li><strong>People Management</strong>: because technology adoption and adaptation are fundamentally human endeavors, the human aspects of technology change are becoming increasingly important. Within organizations of all types, there are new and developing areas for leveraging social and digital technology in human resources, organizational development, talent management, training, recruiting and leadership development.</li>
</ul>
<h4 style="text-align: center;"><strong>Every Major Can be a Tech Major</strong></h4>
<p>When we take a more expansive view of what it means to be a woman in technology and recognize a broader range of career options for women, it becomes clear that many academic disciplines can provide a strong foundation for technology-oriented jobs. In addition to the obvious professional options like marketing, finance, education, and journalism, courses of study in subjects like English, psychology, art, communication, media production and sociology can all be parlayed into Digital Era careers by smart and savvy individuals who augment their core knowledge base by adding a technology twist.</p>
<h4 style="text-align: center;"><strong>Eventually We may ALL be Women in Technology</strong></h4>
<p>As the Digital Era continues to progress, social and digital technologies will become more fully integrated into not just the work we do, but how we do it. For the past five years I’ve consistently argued that the largest and most extensive applications of social and digital technologies will be <em>inside</em> organizations. These technologies can be used to enhance just about every aspect of organizational functioning, including knowledge management, internal communication, business intelligence, project management, and learning. And as new technologies become more fully integrated into everyone’s jobs, regardless of their functional focus or organizational status, there’s an increasing need for all workers to be digitally literate and competent. I’ll explore this idea further in a future piece.</p>
<p>Article previously published via <a class="external" title="Technology-Focused Career Options for Women: Virtually Limitless" href="http://denovati.com/2014/10/technology-focused-career-options-for-women" target="_blank">The Denovati Group</a>.</p>The Digital Revolution: Is our workforce at risk of full automation?tag:www.recruitingblogs.com,2015-02-23:502551:BlogPost:18658612015-02-23T15:24:36.000ZAustin Fraser Ltdhttp://www.recruitingblogs.com/profile/Daniel596
<p><a href="http://api.ning.com:80/files/e*Q7chwcF2bQke3o3QA6Zf3eUQGfSBnQnoVMt2HvvFVpEAywDbOH*J0okAMuzmIxUWsAvZZOQ3AR1DYbPQjE6Sd8nFZfGsQB/digital.jpg" target="_self"><img class="align-full" src="http://api.ning.com:80/files/e*Q7chwcF2bQke3o3QA6Zf3eUQGfSBnQnoVMt2HvvFVpEAywDbOH*J0okAMuzmIxUWsAvZZOQ3AR1DYbPQjE6Sd8nFZfGsQB/digital.jpg?width=750" width="750"></img></a></p>
<p></p>
<p>For the UK to be a true digital leader there’s one thing that’s for certain – We need to address the skills gap. According to <a href="http://www.publications.parliament.uk/pa/ld201415/ldselect/lddigital/111/111.pdf">Make or Break: The UK’s Digital Future</a>, a recent report from the House of Lords,…</p>
<p><a href="http://api.ning.com:80/files/e*Q7chwcF2bQke3o3QA6Zf3eUQGfSBnQnoVMt2HvvFVpEAywDbOH*J0okAMuzmIxUWsAvZZOQ3AR1DYbPQjE6Sd8nFZfGsQB/digital.jpg" target="_self"><img src="http://api.ning.com:80/files/e*Q7chwcF2bQke3o3QA6Zf3eUQGfSBnQnoVMt2HvvFVpEAywDbOH*J0okAMuzmIxUWsAvZZOQ3AR1DYbPQjE6Sd8nFZfGsQB/digital.jpg?width=750" width="750" class="align-full"/></a></p>
<p></p>
<p>For the UK to be a true digital leader there’s one thing that’s for certain – We need to address the skills gap. According to <a href="http://www.publications.parliament.uk/pa/ld201415/ldselect/lddigital/111/111.pdf">Make or Break: The UK’s Digital Future</a>, a recent report from the House of Lords, digital and technology competency should be considered complementary to numeracy and literacy and as much part of our education. </p>
<p>The international labour market is changing and the UK is no different. The digital revolution has fundamentally changed the way we do business and will see the way we recruit personnel change too. The entire economy is becoming digitised. More efficient manufacturing processes, automated transportation, the use of robots in surgery, analysis of big data across healthcare and medicine — There are very few sectors that aren’t affected by the digital revolution. With such technological advancements, some economists have estimated that 35% of current jobs could be at risk from automation.</p>
<p>With such a high percentage of current jobs allegedly at risk, does this mean the UK labour market will suffer?</p>
<p><b>Mind the gap.</b></p>
<p>Baroness Morgan, Chair of the Digital Skills Committee states in the report released in February, “Digital is everywhere, with digital skills now seen as vital life skills. It’s obvious, however, that we’re not learning the right skills to meet our future needs.” </p>
<p>Talk about the ‘skills gap’ is never far from the news. In an article for <a href="http://www.theguardian.com/media-network/media-network-blog/2014/aug/18/uk-youth-shortage-digital-skills">The Guardian</a> last year, Matt Cynnamon, outgoing director of General Assembly UK referenced a study that took place towards the end of 2013. The investigation, carried out in conjunction with O2, suggests that Britain will require 750,000 skilled digital workers by 2017. Failure to reach this figure could cost the UK up to £2 billion each year. Taking into account the fact that 27% of all job growth in London last year was within the tech and digital sector, there’s no question that a technological transition is taking place. </p>
<p>The next two decades will be crucial for UK workers. Whereas the industrial revolution created vast opportunities for low-skilled workers through the introduction of factory systems, the digital revolution has created jobs for highly skilled workers in roles that barely even existed five years ago – Big Data architects, iOS developers, data scientists and analysts to name just a few well known examples. Historically, in order to counteract the introduction of new technologies, workers have developed new skills and through the digital revolution, the same development will be required; this comes down to education. </p>
<p><b>Digital education, education, education.</b></p>
<p>Training and developing our workforce will be vital to UK economy’s growth. The House of Lords’ prediction that as much as 35% of the UK’s current jobs could be replaced over the next two decades through automation is a difficult one to measure, but a realistic suggestion nonetheless. It’s not all doom and gloom though; just because certain job functions may become redundant over time, doesn’t mean that no jobs will be created in their wake. Like the big data architects and iOS developers before them, new roles, requirements and functions will be created as technology changes. For example, more technology means more data, which requires data scientists for analysis and improvements. Likewise, companies that are more digital are at a much greater risk from cyber hackers, so security roles will also continue to see a significant rise. </p>
<p>In the next decade we’ll continue to see the creation of technical roles that have never existed before as new technologies are introduced and digital strategies start to streamline business processes. </p>
<p>We think of English and Maths as fundamental subjects at school level; a basic understanding of each is vital to day-to-life. According to the report from the Baroness Morgan, the same should be said for digital skills. Many entry-level roles require a level of interaction with basic digital technologies. Keeping ICT as a core competency, much like literacy and numeracy, will ensure that the UK can remain at the forefront of the digital revolution. </p>
<p>The report by the House of Lords recommends that, “…the incoming government creates a digital agenda, with the goal of securing the UK’s place as a leading digital economy within the next five years”. </p>
<p>Unless we adapt our digital strategy from a Government level, we will never universally plug the skills gap and meet both the demand for digital skills in the workplace, or our full economic potential as a digital world leader. </p>
<p><strong>Austin Fraser is an award winning, specialist IT and Engineering recruiter who specialise in sourcing specialists. It's our mission to break the perception of 'stereotypical recruiters' and demonstrate that recruitment, when done well, is an excellent and consultative process. </strong></p>
<p><strong>View the original article here: <a rel="nofollow" href="http://blog.austinfraser.com/">http://blog.austinfraser.com/</a></strong></p>
<p></p>Find the Right App for the Recruiting Processtag:www.recruitingblogs.com,2015-02-03:502551:BlogPost:18619062015-02-03T18:30:00.000ZDavehttp://www.recruitingblogs.com/profile/Dave89
<p><a href="http://api.ning.com:80/files/CE4srWD*11a2ag8PpODsqclh*bP5GmIHKEVPDooKbsC14O5KbPXlpJoGzByM7swf3w7tqRiaRCH1BnWFSX1K9IvAOfF7qQC5/moderncommunicationtechnologywithmobilephoneinhand100161655.jpg" target="_self"><img class="align-left" height="173" src="http://api.ning.com:80/files/CE4srWD*11a2ag8PpODsqclh*bP5GmIHKEVPDooKbsC14O5KbPXlpJoGzByM7swf3w7tqRiaRCH1BnWFSX1K9IvAOfF7qQC5/moderncommunicationtechnologywithmobilephoneinhand100161655.jpg?width=300" width="250"></img></a> Recruiting the right talent is certainly not an exact science.</p>
<p>In many cases, you will hit the nail on the head, delivering the right guy or gal for the position. Other times, however, you will go back and review the process to see where things might have gone…</p>
<p><a href="http://api.ning.com:80/files/CE4srWD*11a2ag8PpODsqclh*bP5GmIHKEVPDooKbsC14O5KbPXlpJoGzByM7swf3w7tqRiaRCH1BnWFSX1K9IvAOfF7qQC5/moderncommunicationtechnologywithmobilephoneinhand100161655.jpg" target="_self"><img src="http://api.ning.com:80/files/CE4srWD*11a2ag8PpODsqclh*bP5GmIHKEVPDooKbsC14O5KbPXlpJoGzByM7swf3w7tqRiaRCH1BnWFSX1K9IvAOfF7qQC5/moderncommunicationtechnologywithmobilephoneinhand100161655.jpg?width=300" width="250" class="align-left" height="173"/></a>Recruiting the right talent is certainly not an exact science.</p>
<p>In many cases, you will hit the nail on the head, delivering the right guy or gal for the position. Other times, however, you will go back and review the process to see where things might have gone wrong.</p>
<p>For many recruiters, any tools that can help make this process more defined and less complicated is a good thing.</p>
<p>With that in mind, what about using apps to help in the recruiting process. Can they make the process better and ultimately land you the prize recruits?</p>
<p><b>Turning to Technology</b></p>
<p>If you have been considering using an app in the recruiting process, you can look to <a href="http://bluerocket.us/services/android-app-development/">android development professionals</a> to pave the way.</p>
<p>With the right app in play, both the recruiter and the recruited save time and ultimately money when it comes to placing the right person in the right job.</p>
<p>Among the advantages of putting an app into play while recruiting:</p>
<ul>
<li><i>Better communication</i> – Instead of relying on traditional letters, phone calls, emails, you can communicate directly with the person you are considering hiring;</li>
<li><i>Better organization</i> – You can have all the necessary data stored in one easy to find location. Get away from the paper trail which can be messy and confusing;</li>
<li><i>Better time usage</i> – While many people still rely on their laptops and even to some degree desktops, an app allows the recruiter and the individual being recruited to go directly to the app for all the pertinent information. In doing so, they can receive the info on-the-go and not be tethered to a computer;</li>
<li><i>Better details</i> – Lastly, the app allows you to have pertinent details about the position such as necessary info about the company and the job, the candidate can immediately apply for the position, and they can upload a resume instantly.</li>
</ul>
<p><b>Meet the Challenges</b></p>
<p>As a recruiter, do you stop to think how many of those you are going to be recruiting live these days?</p>
<p>In fact many such people live in the mobile world, so it behooves you to do the same when recruiting. <a href="https://storify.com/BlueRocket/making-your-business-mobile">Making your business mobile</a> means you have a better shot at recruiting the top talent today instead of tomorrow.</p>
<p>If you’re going to go the mobile app way in 2015 and beyond to recruit, make sure your app is informative and easy to use for starters. Rather than rush it out there just for the sake of having an app presence, do it right the first time around.</p>
<p>As a recruiter, are you turning to <a href="http://www.shrm.org/hrdisciplines/staffingmanagement/articles/pages/changing-nature-of-recruiting.aspx">technology</a> and mobile apps to hire the next great employee?</p>
<p>Photo credit: <em>Image courtesy of KROMKRATHOG at FreeDigitalPhotos.net</em></p>
<p><em>About the Author: Dave Thomas writes for a variety of websites on topics such as marketing and small business.</em></p>Replacing Recruiter Greed with Goodwill: A new paradigm to evolve the talent acquisition professiontag:www.recruitingblogs.com,2014-12-19:502551:BlogPost:18531152014-12-19T21:00:00.000ZJames Chmielinskihttp://www.recruitingblogs.com/profile/JamesChmielinski
<p><span class="author-headline"><a href="http://api.ning.com:80/files/jF779BPAXfZFDCJNgYKEjL8fMnFPoBVwSeZvM9d3p9VPgQjZAVGiBlioPSbhyFzQoJnPh4MFj*s65LYIEKNV-Z*3mlkoaYGU/huge_9_46415.jpg" target="_self"><img class="align-full" src="http://api.ning.com:80/files/jF779BPAXfZFDCJNgYKEjL8fMnFPoBVwSeZvM9d3p9VPgQjZAVGiBlioPSbhyFzQoJnPh4MFj*s65LYIEKNV-Z*3mlkoaYGU/huge_9_46415.jpg" width="450"></img></a></span></p>
<p>Employers rely heavily on staffing agencies to find, qualify, and hire talent, and this cost inhibits us from innovation. The emerging talent acquisition market is estimated to be valued at $85 billion dollars. Organization leaders are fed up with traditional recruit…</p>
<p><span class="author-headline"><a href="http://api.ning.com:80/files/jF779BPAXfZFDCJNgYKEjL8fMnFPoBVwSeZvM9d3p9VPgQjZAVGiBlioPSbhyFzQoJnPh4MFj*s65LYIEKNV-Z*3mlkoaYGU/huge_9_46415.jpg" target="_self"><img width="450" class="align-full" src="http://api.ning.com:80/files/jF779BPAXfZFDCJNgYKEjL8fMnFPoBVwSeZvM9d3p9VPgQjZAVGiBlioPSbhyFzQoJnPh4MFj*s65LYIEKNV-Z*3mlkoaYGU/huge_9_46415.jpg"/></a></span></p>
<p>Employers rely heavily on staffing agencies to find, qualify, and hire talent, and this cost inhibits us from innovation. The emerging talent acquisition market is estimated to be valued at $85 billion dollars. Organization leaders are fed up with traditional recruit my dogma coming from self-proclaimed recruiting leaders, and several popular companies who have unlimited resources are now working on creating the new sourcing and recruiting paradigm that will replace traditional approaches. Let me take it one step further. This doesn't mean that our industry will revolutionize because a new tool like connectifier (I like the Aevy tool better and nobody talks about it - contact Martin) comes to light that creatively automate a secondary recruiting research. Tech leaders are about to wipe out a primary function of talent delivery with an entirely new approach to finding talent and the kicker is that it will already seamlessly include the incremental secondary technology we get excited about at SourceCon and other venues. Contact me if you would like a couple links to show you the research. I don't have enough fingers on my hands to count the amount of CTOs in 2015 that are aggressively scaling with a mindset to acquire talent differently. Before you argue, yes, I agree that you can never sunset something 100%. The recruiting minority will have a vehicle to operate the old way, for example, even casino and hotel industries in Las Vegas still run AS/400 midrange and there is a small market for RPG programmers. I doubt the vehicle for that talent delivery will adopt a new paradigm for obvious reasons.</p>
<p>We've driven technology execs to be passionate enough to reinvent our industry and we can't change that but as recruiting leaders, we can recognize the shift and evolve our practice. Let the tools do the heavy lifting and lets focus on the relationships. Let's make investments toward supporting the shift rather than fear it, because a new wave of recruiting and sourcing is upon us and we as talent acquisition professionals are best equipped to lead the charge. However, in order to restore trust to our profession we have to make a sacrifice and show leaders that we do our work for the right reasons. It is time we set aside the ridiculously large agency fees. We have to reduce our huge margins on direct hire and contract staffing services. Only then will we receive authority and the figurative keys to the 85 billion dollar castle.</p>
<p>I was raised in a recruiting family and supported my parents nationwide, successful recruiting company and I can't honestly justify how we assign value in the majority of these huge staffing fees. Let's be real and take ownership. I joked in a forum recently saying we are in recruiters anonymous and the first step is to acknowledge the dysfunction. Let's reinvent what our value is to the organization rather than justify our value to each other. The only thing the extra margin in our fees really do is fuel our lifestyle until we put in the work to make the next match. Not very progressive. Please acknowledge that I say match because placements don't accurately define the actual thing we are trying to do. We are consultants that identify a match. The minute we start placing people, we become sales people who are interested in generating revenue, not focused on aligning to the objectives that people have within an organization.</p>
<p><br/> After supporting a few 100M managed service contract staffing programs (MSP) at a couple well-known enterprises, I was amazed at the corruption and reallocation of spending going to the wrong people for the wrong reasons. It is obvious to me why most professionals do not like and do not trust recruiting professionals. With recent advances in technology, we have the capability and opportunity to let go of the past. We can provide relationship-building results and replace the stigma of greed and mistrust if we use the tools as our ally and develop new creative approaches to monetization, just like every other industry is working toward.</p>
<p>Greed will be replaced with Goodwill. Let's take out the trash within our profession and begin by boycotting huge staffing agency placement fees. In case you missed it, that's our call to action. Let's evolve our relationship with hiring leaders and walk away from the thing that many think is the only thing we care about. Let's support the development of better systems and trust me, we will unlock the door to monetization that will flow throw each and everyone one of you. In an effort to grow discussion and bridge the gap between tech and staffing leaders, I'll be sending out a survey to collect realtime data on the areas discussed and present feedback and results.</p>
<p class="discussion-body"><br/> James<br/> @techstardust</p>
<p class="discussion-body">A New and Emerging Recruiting Paradigm | <a href="mailto:james@techstardust.com">james@techstardust.com</a> | @techstardust | talent leader &amp; advisor | </p>The Island of Misfit Toolstag:www.recruitingblogs.com,2014-12-16:502551:BlogPost:18521492014-12-16T15:30:00.000ZJed Hamiltonhttp://www.recruitingblogs.com/profile/JedHamilton
<p><a href="http://www.jibe.com/wp-content/uploads/2014/12/misfittoys.jpg" target="_blank"><img class="align-right" src="http://www.jibe.com/wp-content/uploads/2014/12/misfittoys.jpg?width=300" width="300"></img></a> This year marks the 50th anniversary of the classic Rankin-Bass holiday special, <em>Rudolph the Red-Nosed Reindeer</em>. Despite its’ age, this stop-motion special still appeals to kids today and certainly evokes nostalgia amongst those who don’t believe in Santa any longer (sorry if I just ruined that for you).</p>
<p>There is a time and place for nostalgia and re-exploring our past,…</p>
<p><a href="http://www.jibe.com/wp-content/uploads/2014/12/misfittoys.jpg" target="_blank"><img src="http://www.jibe.com/wp-content/uploads/2014/12/misfittoys.jpg?width=300" width="300" class="align-right"/></a>This year marks the 50th anniversary of the classic Rankin-Bass holiday special, <em>Rudolph the Red-Nosed Reindeer</em>. Despite its’ age, this stop-motion special still appeals to kids today and certainly evokes nostalgia amongst those who don’t believe in Santa any longer (sorry if I just ruined that for you).</p>
<p>There is a time and place for nostalgia and re-exploring our past, that’s for sure. But since this is a recruiting software blog, we’re going to have to say we’re not big fans of the retro world, particularly when it comes to outdated recruitment technologies.</p>
<p><span>Most of us probably remember the Island of Misfit Toys visited by Rudolph and his friends in the holiday classic. Unfortunately, much of the recruitment technology landscape is similar to that island, littered with misfit tools that stand in the way of efficiency, hiring success and improved candidate experience.</span></p>
<p>Today we are releasing <a href="http://info.jibe.com/ebook2014" target="_blank">a free eBook</a> highlighting the results of our 2014 Talent Acquisition Survey (<a href="http://info.jibe.com/ebook2014" target="_blank">download now</a>). In the survey, we asked more than 300 HR professionals how they felt about their ATS, the core system that typically lies at the heart of a company’s talent acquisition operation. Unsurprisingly, the feelings toward this crucial piece of technology were pretty frosty, with 64% of respondents expressing dissatisfaction or plans to replace the ATS in the coming year.</p>
<p>Check out some of the verbatim responses we received from HR professionals that took our survey.</p>
<h3>How do you feel about your current ATS?</h3>
<h5><a href="http://info.jibe.com/ebook2014" target="_blank"><img class="alignnone wp-image-1158" src="http://www.jibe.com/wp-content/uploads/2014/12/Screen-Shot-2014-12-12-at-4.48.28-PM-547x640.png" alt="Screen Shot 2014-12-12 at 4.48.28 PM" width="464" height="543"/></a></h5>
<p>The legacy ATS’ that dominate the corporate recruiting world often get a bad rap, no doubt. But in many ways, it’s not fair. The fact of the matter is, the ATS was never intended to be used as a recruiting tool. It simply wasn’t designed for that purpose, particularly modern recruiting that leverages mobile and social and analytics. Sure, many have been retrofitted in attempts to include these capabilities, but at their core they simply aren’t built for recruiting. Your ATS is like a cowboy who rides an ostrich, or an elf that would rather be a dentist than make toys.</p>
<p>Being asked to do things that aren’t in its nature, and then having all this negativity and complaining heaped upon it probably has your ATS asking…</p>
<p><a href="http://www.jibe.com/wp-content/uploads/2014/12/island-of-misfit-toys.jpg"><img class="alignnone size-full wp-image-1156" src="http://www.jibe.com/wp-content/uploads/2014/12/island-of-misfit-toys.jpg" alt="island-of-misfit-toys" width="500" height="200"/></a></p>
<p>Because you weren’t built to be a recruiting tool, that’s why. You poor thing.</p>
<p>But of course, there are solutions available now to make the ATS better at things like mobile recruiting, and delivering understandable and useful analytics. These tools are essential ingredients to achieving your organization’s hiring benchmarks, attracting better quality candidates and improving the candidate experience.</p>
<p>If you let the ATS be the ATS it was intended to be, and complement it with the right solutions, your candidates will likely have better feelings about your application experience than they expressed in our survey. For instance, they probably won’t say they’d rather do all their gift shopping on Christmas Eve than struggle through a cumbersome and clunky application process, as they reported to us.</p>
<p>The misfit toys were eventually airlifted off the island by Santa. Who will rescue your misfit tools?</p>
<p><iframe width="420" height="315" src="http://www.youtube.com/embed/LFDccEaBHQU?wmode=opaque" frameborder="0"></iframe>
</p>
<p>Follow the <a href="http://www.jibe.com/blog/" target="_blank">Jibe Blog</a> for more.</p>Is Big Data a Good Recruiting Tool?tag:www.recruitingblogs.com,2014-10-22:502551:BlogPost:18347142014-10-22T01:46:42.000ZDavehttp://www.recruitingblogs.com/profile/Dave89
<p><a href="http://api.ning.com:80/files/TzObvhxOuadrADmBEcLRgJ0Fb1sUKe7lIvGBcHnbF4hME*HTTYCDsgNQrY3gF6IvUmXVE9rAKO-0NOjP99HBRQvEN6iaZyUd/abigrecruit.jpg" target="_self"><img class="align-left" src="http://api.ning.com:80/files/TzObvhxOuadrADmBEcLRgJ0Fb1sUKe7lIvGBcHnbF4hME*HTTYCDsgNQrY3gF6IvUmXVE9rAKO-0NOjP99HBRQvEN6iaZyUd/abigrecruit.jpg" width="150"></img></a> The recruiting process can get pretty complicated, especially when multiple applicants with varying work backgrounds are vying for the same position.</p>
<p>Luckily, big data is helping recruiters and hiring managers’ better stay on top of job applications.</p>
<p>With job seeking data management in mind, here are…</p>
<p><a href="http://api.ning.com:80/files/TzObvhxOuadrADmBEcLRgJ0Fb1sUKe7lIvGBcHnbF4hME*HTTYCDsgNQrY3gF6IvUmXVE9rAKO-0NOjP99HBRQvEN6iaZyUd/abigrecruit.jpg" target="_self"><img src="http://api.ning.com:80/files/TzObvhxOuadrADmBEcLRgJ0Fb1sUKe7lIvGBcHnbF4hME*HTTYCDsgNQrY3gF6IvUmXVE9rAKO-0NOjP99HBRQvEN6iaZyUd/abigrecruit.jpg" width="150" class="align-left"/></a>The recruiting process can get pretty complicated, especially when multiple applicants with varying work backgrounds are vying for the same position.</p>
<p>Luckily, big data is helping recruiters and hiring managers’ better stay on top of job applications.</p>
<p>With job seeking data management in mind, here are just a few ways big data is a good recruiting tool for businesses like yours:</p>
<p><b>Application Processing</b></p>
<p>If you post your open position on job boards, chances are your business will receive a multitude of applications.</p>
<p>The question is how does your business effectively and efficiently sift through all the incoming applications to find the most ideal candidate for the position?</p>
<p>Well, the answer is big data.</p>
<p>With big data management, your hiring managers can process all the details in each candidate's application quickly and accurately.</p>
<p>From résumé highlights to contact information for previous employers, big data helps your business make sense of the influx of applications during the recruitment process.</p>
<p><b>Seeking Out Job Seekers</b></p>
<p>Sometimes posting positions on job boards doesn't result in the kind of talent you're looking for.</p>
<p>In cases such as this, your business needs to pound the digital pavement in order to find potential candidates. Big data can help in this area too.</p>
<p>By taking a big data approach to recruiting, your hiring department can scour the Internet in order to find prospects that are suited for the job.</p>
<p>Big data can assist your business in tracking down the right candidates by searching resources like personal blogs and social media accounts on sites such as Linkedin and Facebook.</p>
<p><b>Applicant Testing</b></p>
<p>Although an applicant may seem like the right fit on paper, their real world skills could be lacking.</p>
<p>As the following article notes, “<a href="http://blog.syncsort.com/2012/08/stay-focused-on-the-big-data-bottom-line">Stay focused on the big data bottom line</a>” by using data analyzing to test potential employees. By doing so, your business will find employees who are ready for anything the job throws their way.</p>
<p>More and more HR departments are using tests and comprehensive skill assessments to ensure candidates will live up to their résumés.</p>
<p>Big data helps in this process by analyzing test results in order to find work patterns and skill sets that are consistent with the position at hand.</p>
<p><b>Job Board Analytics</b></p>
<p>Your employees are only as good as the recruiting techniques you use to acquire them. Big data is helping businesses improve their job board notifications by analyzing the way in which candidates interact with postings.</p>
<p>Big data analyzing not only tracks employee application response rates, it also uncovers click response trends within the posting itself.</p>
<p>This helps your business discover exactly what attracts potential candidates to your job board notifications, which allows you to improve your recruiting efforts.</p>
<p><b>Employment Forecast</b></p>
<p>Staying ahead of the employee curve is the key to business success.</p>
<p>However, predicting when and how many new employees your business will need in the future is impossible - unless you enlist the help of big data.</p>
<p>That's right, in-house big data analytics can help your business better forecast when new positions will become available.</p>
<p>By tracking and comparing your business's growth with specific positions within your company, you'll know exactly when to gear up for the next recruitment cycle.</p>
<p>When big data and recruiting join forces, it results in qualified candidates finding their way to your business.</p>
<p><i>Photo credit: <em>Image courtesy of Stuart Miles at FreeDigitalPhotos.net</em></i></p>
<p><i>About the Author: Adam Groff is a freelance writer and creator of content. He writes on a variety of topics including human resources and data management</i>.</p>Is your recruiting and sourcing technology behind the times?tag:www.recruitingblogs.com,2014-10-16:502551:BlogPost:18334312014-10-16T15:30:00.000ZKatrina Kibbenhttp://www.recruitingblogs.com/profile/KatrinaKibben
<p><span><a href="http://api.ning.com:80/files/-3i3rVffQH0LSbB8NaSp5sgmdnI-EF8Dfyzatzfv6TevM5CrizmC0o0WwEt2PAPKC0*Li19IRAHfhCD2dserd7-qI5TIws20/ScreenShot20141016at10.57.28AM.png" target="_self"><img class="align-left" src="http://api.ning.com:80/files/-3i3rVffQH0LSbB8NaSp5sgmdnI-EF8Dfyzatzfv6TevM5CrizmC0o0WwEt2PAPKC0*Li19IRAHfhCD2dserd7-qI5TIws20/ScreenShot20141016at10.57.28AM.png?width=250" width="250"></img></a> If you’re still inputting data into Excel or dialing for dollars off a well worn Rolodex, chances are that you’re not only behind the times – you’re also losing out on candidates, clients and the competition, too. </span><br></br> <br></br> <span>But if your processes are a blast from the past,…</span></p>
<p><span><a href="http://api.ning.com:80/files/-3i3rVffQH0LSbB8NaSp5sgmdnI-EF8Dfyzatzfv6TevM5CrizmC0o0WwEt2PAPKC0*Li19IRAHfhCD2dserd7-qI5TIws20/ScreenShot20141016at10.57.28AM.png" target="_self"><img src="http://api.ning.com:80/files/-3i3rVffQH0LSbB8NaSp5sgmdnI-EF8Dfyzatzfv6TevM5CrizmC0o0WwEt2PAPKC0*Li19IRAHfhCD2dserd7-qI5TIws20/ScreenShot20141016at10.57.28AM.png?width=250" width="250" class="align-left"/></a>If you’re still inputting data into Excel or dialing for dollars off a well worn Rolodex, chances are that you’re not only behind the times – you’re also losing out on candidates, clients and the competition, too. </span><br/> <br/> <span>But if your processes are a blast from the past, don’t worry: with the right staffing technology, you’ll be able to work less, make more and start filling reqs instead of filling out paperwork. </span><br/> <br/> <span>As the saying goes, “those who forget the past are condemned to repeat it,” so don’t make the same mistake that got you stuck filling out spreadsheets and SOWs in the first place. </span><br/> <br/> <span>That’s why you won’t want to miss our upcoming webinar,<a href="https://attendee.gotowebinar.com/register/243613655209105153" target="_blank">“The Evolution of Staffing Technology,”</a>presented in partnership with our friends at TalentWise.</span><br/> <br/> <span>Give us an hour of your time on October 21 at 2 PM ET/11 AM PT and we’ll go beyond the BS and buzzwords. If you can't make it, <a href="https://attendee.gotowebinar.com/register/243613655209105153" target="_blank">register anyway right here</a>. We'll deliver the recording and slides right to your inbox.</span></p>3 Observations From A Marketer at #HRTechConftag:www.recruitingblogs.com,2014-10-09:502551:BlogPost:18312972014-10-09T19:00:00.000ZKatrina Kibbenhttp://www.recruitingblogs.com/profile/KatrinaKibben
<p><strong><span class="font-size-3"><a href="http://api.ning.com:80/files/2VGrzzXedu1ufqEbmGci8mXNHdpkyJ6EWO2YgrtoEwz5pEtDrSIM0vXy*84oZsCkLDqxX5JoHBouGmeFDhHf*-x1-MwiSZ8X/LasVegaspano..jpg" target="_self"><img class="align-full" src="http://api.ning.com:80/files/2VGrzzXedu1ufqEbmGci8mXNHdpkyJ6EWO2YgrtoEwz5pEtDrSIM0vXy*84oZsCkLDqxX5JoHBouGmeFDhHf*-x1-MwiSZ8X/LasVegaspano..jpg?width=750" width="750"></img></a></span> <span class="font-size-3">We'll make this quick - there's more expo floor and happy hours to see.</span></strong></p>
<p><strong><span style="color: #800000;">Recruiting technology is trying to make recruiters better marketers.</span></strong></p>
<p>For example, the…</p>
<p><strong><span class="font-size-3"><a target="_self" href="http://api.ning.com:80/files/2VGrzzXedu1ufqEbmGci8mXNHdpkyJ6EWO2YgrtoEwz5pEtDrSIM0vXy*84oZsCkLDqxX5JoHBouGmeFDhHf*-x1-MwiSZ8X/LasVegaspano..jpg"><img class="align-full" src="http://api.ning.com:80/files/2VGrzzXedu1ufqEbmGci8mXNHdpkyJ6EWO2YgrtoEwz5pEtDrSIM0vXy*84oZsCkLDqxX5JoHBouGmeFDhHf*-x1-MwiSZ8X/LasVegaspano..jpg?width=750" width="750"/></a></span><span class="font-size-3">We'll make this quick - there's more expo floor and happy hours to see.</span></strong></p>
<p><strong><span style="color: #800000;">Recruiting technology is trying to make recruiters better marketers.</span></strong></p>
<p>For example, the tools are starting to build automated e-mail follow-ups because let's face it, recruiters don't have a lot of time to be thoughtful. And some of them just aren't or don't care to be unless it's easy. I like the trend - recruiting needs marketing automation.</p>
<p><strong><span style="color: #800000;">The technology is trying to remove the need for brilliant sourcers.</span></strong></p>
<p><strong>I said trying</strong>. Recruiting technology is finally catching the sentiment analysis and social listening wave to make resumes a real-time hub for a candidate, not a 1-layer piece of paper that isn't up to date. With that, they believe they're creating better profiles that can lead sourcers to the purple elephant with less of a hunt. I think we'll see if these profiles really line up or if they're just another tab on a dashboard.</p>
<p><span style="color: #800000;"><strong>I think we all know this but A LOT of vendors either already have or are planning to use job seeker social media to develop more complete profiles.</strong></span></p>
<p>Sounds great. I've spent enough time with recruiters and sourcers to know how little they care about candidate privacy. If they can find it, it's fair game. But, as a more kind, marketing professional... that's scary. How few candidates have any clue you're finding every social media profile, post and even scores about your skills based on your late night tweets?</p>
<p>I hate to think that social recruiting could be weeding out great people who are just really dumb when it comes to social media.</p>
<p>I said "fair to job seekers" and "trying to get rid of brilliant sourcers." </p>
<p>Attack!</p>What Recruiters Can Learn From a No. 1 Company on Great Rated's List of Top Tech Employerstag:www.recruitingblogs.com,2014-10-08:502551:BlogPost:18314262014-10-08T23:04:25.000ZKim Petershttp://www.recruitingblogs.com/profile/KimPeters667
<p>At Great Rated, we're truly excited to share our recent <a href="http://us.greatrated.com/press-releases/20-great-workplaces-in-technology-winners" target="_blank">People's Picks: 20 Great Workplaces in Technology</a>, based entirely on the results of confidential employee surveys. Not only do these companies offer fantastic benefits and opportunities for advancement. They've also created magnetic work cultures within a sector that can be particularly challenging for recruiters because the…</p>
<p>At Great Rated, we're truly excited to share our recent <a href="http://us.greatrated.com/press-releases/20-great-workplaces-in-technology-winners" target="_blank">People's Picks: 20 Great Workplaces in Technology</a>, based entirely on the results of confidential employee surveys. Not only do these companies offer fantastic benefits and opportunities for advancement. They've also created magnetic work cultures within a sector that can be particularly challenging for recruiters because the workforce is highly skilled and highly sought. Here's a closer look at what the top organization on our list in the small companies category does to help attract and retain talent. </p>
<p><strong><a target="_self" href="http://api.ning.com:80/files/NRpz*rV1U-uhGLJVqjLiXQn8Uain-UdvrEwDI*-G4*v6I*2dIvKO-*qymuQzp*WKPyiMdRU41R2cGBHMlVOFn4n9L23fvYQp/Visionistwhiteboard.jpg"><img class="align-left" style="padding: 10px;" src="http://api.ning.com:80/files/NRpz*rV1U-uhGLJVqjLiXQn8Uain-UdvrEwDI*-G4*v6I*2dIvKO-*qymuQzp*WKPyiMdRU41R2cGBHMlVOFn4n9L23fvYQp/Visionistwhiteboard.jpg" width="350"/></a>Visionist: Proving Employee Development and Camaraderie Matter</strong></p>
<p>Even for an organization with only 43 people, <a href="http://us.greatrated.com/review/visionist-inc2014" target="_blank">Visionist</a> is exceptional for the number of categories in our Trust Index survey where employees were unanimous in saying the company does things right. This is a particularly difficult feat in sensitive areas like employee advancement. Yet 100 percent of Visionist team members say the company awards promotions to those who best deserved them, compared to an average of 74 percent of employees among Fortune 100 companies we've surveyed. Likewise, Visionist's employees unanimously say their managers let people accomplish their jobs without looking over their shoulders. These results boil down to something that can benefit any workplace: Actively involving the employee in his or her own career.</p>
<p>"I really enjoy the fact that management really wants you to be happy with the project you're working on and also is genuinely concerned with your career goals," says one Visionist employee. "One of the first questions they ask you is where you want your career to go. I told them that I had a career goal of being a software architect. Consequently, management will often contact me about project opportunities with prototyping or designing, encouraging me to pursue my career goals. It feels good to know that I have the backing of my company to pursue any career path I choose and not feel stuck in a single profession."</p>
<p>Like many of its peers in Silicon Valley, <a target="_self" href="http://api.ning.com:80/files/NRpz*rV1U-uK01YJrZShiGhImxUR2YvD2UWWe1*TE5K5*uTj-CkO58y5jOzZVVw6WIm68sZlPZfYI5P0MnWVqGYfhZxhAFBI/Visionistfoosball.jpg"><img class="align-right" style="padding: 10px;" src="http://api.ning.com:80/files/NRpz*rV1U-uK01YJrZShiGhImxUR2YvD2UWWe1*TE5K5*uTj-CkO58y5jOzZVVw6WIm68sZlPZfYI5P0MnWVqGYfhZxhAFBI/Visionistfoosball.jpg" width="350"/></a>this Maryland company also backs up this investment in employees with wide-ranging perks to keep its people happy. These include free takeout meals for team members who've recently taken home a newborn, four weeks of paid time off, and group activities like skeet shooting and pancake breakfasts. These types of programs don't exist in a vacuum. At Visionist, employees confirm that these benefits help create a widespread camaraderie that spills over into their work as a team.</p>
<p>"There are activities that influence the attitude and the value associated with being a part of something bigger than one's self," another Visionist employee says. "The company president and CEO has events during each calendar year at his home for employees. There, he caters the food, has singing, games and just all-around fun for all who attend, from the youngest to the oldest."</p>
<p><em>Kim Peters is CEO of <a href="http://us.greatrated.com/" target="_blank">Great Rated!</a>, where she focuses on developing strategic business partnerships.</em></p>Where are you on the Recruitment Technology Curve?tag:www.recruitingblogs.com,2014-08-19:502551:BlogPost:18214542014-08-19T15:00:00.000ZChris Brablchttp://www.recruitingblogs.com/profile/ChrisBrablc695
<p><img alt="Recruiting Technology" class="size-full wp-image-4632 aligncenter align-center" height="204" src="http://smashfly.files.wordpress.com/2014/08/technologyadoption.jpg?w=1500&amp;h=492" width="622"></img></p>
<p>Today I want to talk about technology adoption and take a look at where we are with the technology we use for <a href="http://www.smashfly.com" target="_blank">recruitment and talent acquisition</a>.</p>
<p>If you are unfamiliar, here’s the technology adoption life-cycle curve above.</p>
<p>So what are you looking at? Basically, for the adoption of any technology you experience a timeline of adoption that looks a lot like above. With innovators and early adopters being the…</p>
<p><img class="size-full wp-image-4632 aligncenter align-center" src="http://smashfly.files.wordpress.com/2014/08/technologyadoption.jpg?w=1500&amp;h=492" alt="Recruiting Technology" height="204" width="622"/></p>
<p>Today I want to talk about technology adoption and take a look at where we are with the technology we use for <a href="http://www.smashfly.com" target="_blank">recruitment and talent acquisition</a>.</p>
<p>If you are unfamiliar, here’s the technology adoption life-cycle curve above.</p>
<p>So what are you looking at? Basically, for the adoption of any technology you experience a timeline of adoption that looks a lot like above. With innovators and early adopters being the first to implement these technologies and as they begin having success and these technologies get proof points with customers, more companies are willing to invest in and purchase these technologies. With the late adopters and laggards coming in when the technology category is fully established. One other thing to note is that the number of competitors in these categories often increases along this curve as well, as the technology establishes itself in the given market.</p>
<h2>Crossing the Chasm</h2>
<p>Now if you are familiar with Geoffrey Moore, you more than likely have read <em>Crossing the Chasm</em>. In short, what Moore focused on was what he called the Chasm which occurred between the Innovators (Early Enthusiasts) and the Early Adopters (Visionaries) and the Early Majority (Pragmatists). His focus was on marketers and how to ensure you could cross this gap with your technology innovation as he deemed it the hardest jump for any market opportunity and that marketers need to focus on making that jump because if you could have success with the Early Majority (Pragmatists) then the technology adopted would become a de facto standard.</p>
<p>See the chart below.</p>
<p><a href="https://smashfly.files.wordpress.com/2014/08/crossing-the-chas.jpg"><img class="size-full wp-image-4633 aligncenter align-center" src="http://smashfly.files.wordpress.com/2014/08/crossing-the-chas.jpg?w=750" alt="Recruiting Technology" height="353" width="489"/></a>Now this theory is mostly focused on the technology companies that are selling technology innovations but I want to take a look at the Chasm that I believe exists for companies that are willing to take chances on adopting technology early in the curve.</p>
<h2>Weighing Risk and Reward</h2>
<p>As you look at the technology curves above I feel that the benefits of adopting technology are more synonymous with Moore’s Chasm than the normal technology adoption curve.</p>
<p>As you move along the curve, you get less and less benefit of adopting the technology as your competitors are or have already implemented and learned how to utilize the technology for optimal results. The earlier you adopt the technology, the greater chance that it will provide a competitive advantage to your organization.</p>
<p><em>(And before I move forward, these are disruptive technologies I’m talking about, not obvious extensions to current technologies.)</em></p>
<p>As we look at Moore’s curve above, I see the Chasm as a great parallel to the benefits of adopting technology for organizations. The greatest benefit in technology adoption is in the first two stages and the chasm is where the advantage begins to get less and less. While the Early Adopters get some advantage from the new technology it will be much less than those who took a chance on it in the first place. And while there’s much more risk early in the curve, the rewards can be immense for the organizations that take that leap. Organizations that are at the tail end of this curve consistently don’t stay on top very long and typically teeter in mediocrity.</p>
<h2>Benefits of Being an Innovator and Early Adopter</h2>
<p>So what are the benefits are jumping in early in the curve? Here are a few important ones:</p>
<p style="padding-left: 30px;"><strong>Innovation:</strong> If a technology that can cross the chasm, it’s one that enables your organization to do things that they could never do before. This transforms how you think about your strategy and process. That’s what makes it scary for most organizations because it changes the way you do business and staff your organization and change is one of the hardest things to do.</p>
<p style="padding-left: 30px;"><strong>Experience:</strong> As you get farther down the curve in terms of adoption, experience with the solution and how to use it most effectively provides more competitive advantage than the technology itself. And the earlier you adopt a technology, the better you can understand how it affects your organization and how your strategy and process need to change in order to get the most benefit out of the solution. Relying on best practices of others is a slippery slope as what works for one organization most likely won’t work in other environments.</p>
<p style="padding-left: 30px;"><strong>Budget:</strong> While this shouldn’t be your primary concern when evaluating technology, it is something to keep in mind. Typically, earlier in the life-cycle technologies can be more cost effective for early customers. As the market matures, the price typically gets more expensive to a point and then gets price competitive as too many competitors get in the market for Laggards. But as we mentioned above you don’t want to be adopting a technology this late in the curve.</p>
<p style="padding-left: 30px;"><strong>Shape the Vision:</strong> This is one benefit that I don’t think is written about enough but typically first movers receive a lot of input in the future of the technology. And while any good technology provider understands the trajectory of it’s technology, customer input is incredibly important to truly strategic innovation. And the truth is that you just have more input earlier in the curve.</p>
<p>Investing in emerging technology does not come without risk and requires you to do your due diligence on the team and technology vision you are investing in. I am not suggesting you spend all your money on new innovative technologies without thought but that you make strategic investments in technologies that you think can transform the way you run your business and attract quality talent.</p>
<p>So where do you typically lie in the technology adoption curve?</p>
<p>Tomorrow I’ll go through the current talent acquisition technology marketplace and where I believe the most common technologies fit in the curve.</p>Employee Turnover is a Hospitality Industry Problem: Here's 5 Ways to Fix Ittag:www.recruitingblogs.com,2014-05-08:502551:BlogPost:18038052014-05-08T18:30:00.000ZJosh Tolanhttp://www.recruitingblogs.com/profile/JoshTolan
<p dir="ltr"><span><a href="http://api.ning.com:80/files/Y4MVF3b94yLxwdkTtGPvcfVLbK0MLiDm9Q4yqa7HxHF8IaXWBTdVdnmGH6TI25PYZodpxaAOnzkOJ2MmCh7gzym8wAtB4T2F/hospitality.jpg" target="_self"><img class="align-left" src="http://api.ning.com:80/files/Y4MVF3b94yLxwdkTtGPvcfVLbK0MLiDm9Q4yqa7HxHF8IaXWBTdVdnmGH6TI25PYZodpxaAOnzkOJ2MmCh7gzym8wAtB4T2F/hospitality.jpg?width=200" width="200"></img></a> The hospitality industry is growing. That’s the good news. Now for the bad news: employee turnover continues to be a problem within the industry. According to a…</span></p>
<p dir="ltr"><span><a href="http://api.ning.com:80/files/Y4MVF3b94yLxwdkTtGPvcfVLbK0MLiDm9Q4yqa7HxHF8IaXWBTdVdnmGH6TI25PYZodpxaAOnzkOJ2MmCh7gzym8wAtB4T2F/hospitality.jpg" target="_self"><img src="http://api.ning.com:80/files/Y4MVF3b94yLxwdkTtGPvcfVLbK0MLiDm9Q4yqa7HxHF8IaXWBTdVdnmGH6TI25PYZodpxaAOnzkOJ2MmCh7gzym8wAtB4T2F/hospitality.jpg?width=200" width="200" class="align-left"/></a>The hospitality industry is growing. That’s the good news. Now for the bad news: employee turnover continues to be a problem within the industry. According to a</span> <a href="https://www.deloitte.com/assets/Dcom-Tanzania/Local%20Assets/Documents/Deloitte%20Reports%20-%20Hospitality%202015.pdf"><span>Deloitte Hospitality report</span></a><span>, the average hotelier spends 33 percent of revenues on labor costs alone. In the U.S., the average employee turnover is 31 percent, while it ticks up to 34 percent in the UK.</span></p>
<p dir="ltr"><span>Employee turnover can cost you in a myriad of ways, including pre-departure costs, recruitment, selection, onboarding and training, and loss of productivity. Plus, all that turnover can be a killer of your company culture.</span><span style="font-size: 13px;">According to a report by the</span> <a href="http://www.hotelschool.cornell.edu/about/pubs/news/newsdetails.html?id=887" style="font-size: 13px;">Cornell Center for Hospitality Research Studies</a><span style="font-size: 13px;">, co-workers’ attitudes over time play a large role in whether a person leaves or stays with the organization.</span></p>
<p dir="ltr"><span>The “contagion effect” is when the overall attitude in an organization becomes impossible to ignore. If you have a negative workforce and a negative company culture, it can be impossible for even the most sunny individual to withstand the pressure. But there is good news: the contagion effect also works positively, and great company culture fosters employee engagement and morale.</span></p>
<p dir="ltr"><span>You need to improve your company culture and retention to keep workers happy and help your bottom line. Here are five ways to fix hospitality turnover:</span></p>
<p dir="ltr"><strong>Hire better with new technology</strong></p>
<p dir="ltr"><span>Since recruiting, onboarding and training account for the largest turnover cost, it’s time to adjust your hiring strategies. You need to find better people who will fit into your company culture and therefore be more likely to stick around, all without breaking the bank.</span></p>
<p dir="ltr"><span>Some cost-effective sourcing methods gaining traction through new technology include social recruiting, employee referrals, and video interviewing. These methods allow you to understand the personality and even the work ethic of potential employees.</span></p>
<p dir="ltr"><span>Through social media, you can build relationships with candidates, store them in your talent pipeline, and wait until the perfect opportunity. Employee referrals can lead to better fitting hires, since your current employee understands the company needs and the potential fit of the referred candidate. And video interviewing can help you breeze through a high volume of candidates without losing the personal connection you need to hire the best.</span></p>
<p dir="ltr"><span>For instance, in a one-way video interview, candidates answer your questions on video, which you can then view at any time. You retain a personal feel for the candidate, while research from the</span> <a href="http://www.aberdeen.com/"><span>Aberdeen Group</span></a> <span>shows you can watch 10 of these interviews in the time it takes to perform just one phone screen.</span></p>
<p dir="ltr"><strong>Educate your employees</strong></p>
<p dir="ltr"><span>The onboarding process is the time to educate your employees before sending them out into the wilds of your company. Use this opportunity to outline organizational goals and values. It’s important to ensure these messages are ingrained in their performance, so everyone is kept on track. It’s also important to focus on continuing education, since such professional development opportunities can keep employees feeling refreshed and ready to tackle new challenges.</span></p>
<p dir="ltr"><strong>Be a mentor</strong></p>
<p dir="ltr"><span>Most employees want mentorship, and they want management to take an interest. Meet with employees often, discuss their performance, share advice, and help keep your workforce on track. If employees are having a tough time at work, it’s important to be aware of the issue and take steps to address it.</span></p>
<p dir="ltr"><span>You need to stop problems as they are occurring, instead of down the road when it’s too late. Use real-time feedback and foster open communication, so employees feel comfortable coming to you with issues and concerns. When they have someone on their side, particularly someone in a leadership position, they’ll be less likely to act out or leave due to unhappiness.</span></p>
<p dir="ltr"><strong>Incentivize extra efforts</strong></p>
<p dir="ltr"><span>A recent</span> <a href="http://www.gallup.com/strategicconsulting/163007/state-american-workplace.aspx"><span>Gallup poll showed 70 percent of workers</span></a> <span>are currently disengaged on the job. This is probably because many of your employees feel their efforts are not being recognized or appreciated.</span></p>
<p dir="ltr"><span>When employees work hard or go above and beyond, they should be incentivized for their efforts. These incentives can take many forms, including social recognition, bonuses, gift cards, a prime parking space, and more flexible working options. This can boost engagement, give them motivation to perform well, and make them feel appreciated as part of the team.</span></p>
<p dir="ltr"><strong>Understand when it’s you, not them</strong></p>
<p dir="ltr"><span>It’s easy to point the finger at employees, but is your turnover problem actually closer to home? Leadership may also be a contributing factor to your high employee turnover rate. If your leadership style, ability to assign tasks, or how you interact with teams is causing issues, you need to change things up.</span></p>
<p dir="ltr"><span>Since</span> <a href="http://hr.blr.com/HR-news/HR-Administration/Communication/Employees-Desire-Accountability-in-Workplace-Surve#"><span>less than one-third of employees</span></a> <span>felt their organization would be willing to change practices based on feedback, show them your company is different. The best way to address problems and change in valuable ways is to turn to your employees for valuable feedback on how to be better.</span></p>
<p dir="ltr"><span>Employee turnover is a huge problem in the hospitality industry, but it doesn’t have to be. If you adopt better practices and hire right from the start, you can improve your company culture and keep your best people around for years to come.</span></p>
<p dir="ltr"><em>What are some tips you have for improving retention? Share in the comments!</em></p>
<p><em><strong>Josh Tolan</strong> is the CEO of <a href="http://www.sparkhire.com">Spark Hire</a>, a video interview solution used by more than 2,000 companies across the globe. Learn more about using video interviewing for <a href="http://resources.sparkhire.com/hospitality-hiring-using-video-interviews/">hospitality hiring</a> and connect with Spark Hire on <a href="http://www.facebook.com/sparkhire?ref=ts&amp;__adt=3&amp;__att=iframe">Facebook</a> and <a href="http://twitter.com/sparkhire">Twitter</a>.</em></p>
<p><em> </em></p>4 ways to better manage remote recruitingtag:www.recruitingblogs.com,2014-04-24:502551:BlogPost:18015352014-04-24T13:53:50.000ZCali Yakabackhttp://www.recruitingblogs.com/profile/CaliYakaback
<p>One of the most important roles of the HR department at any company is to improve <a href="http://www.ceridian.com/products/talent-management/recruiting-screening-services/index.html">recruitment services</a>, as bringing in talented workers is key to ensuring long-term business success. Recruiting effectively has become more challenging over time, as widespread technology has made it more common for people to apply for jobs in faraway locations.</p>
<p>Hiring is now dramatically different…</p>
<p>One of the most important roles of the HR department at any company is to improve <a href="http://www.ceridian.com/products/talent-management/recruiting-screening-services/index.html">recruitment services</a>, as bringing in talented workers is key to ensuring long-term business success. Recruiting effectively has become more challenging over time, as widespread technology has made it more common for people to apply for jobs in faraway locations.</p>
<p>Hiring is now dramatically different for both job applicants and recruiters in HR offices. There are now far more possibilities out there – candidates have more application possibilities to choose from, and recruiters have larger piles of resumes to sift through in their quest to find the best candidates.</p>
<p>Recruiting remote job applicants is especially difficult for HR. In most cases, they’re dealing with candidates they’ve never met, and it’s challenging to network with these people and interview them when evaluating their credentials. This makes it difficult to compare and contrast different options. How can recruiters give a long-distance applicant the same opportunities as someone who lives just around the corner?</p>
<p>Keeping the playing field level can be tricky, but it’s important to give all qualified applicants a fair chance. Workforce Magazine recently <a href="http://www.workforce.com/articles/9351-five-tips-for-remote-recruiting%20" target="_blank">explored the challenges of remote recruiting</a>. Matt Grove, principal consultant with Recruiting Toolbox, noted that no matter how attractive a job may be, remote or rural work locations won’t appeal to everyone. Recruiters need to place extra emphasis on attracting far-off candidates who might not turn their heads otherwise.</p>
<p>“Employ the ‘extra mile’ candidate experience,” Grove told the news source. “Employers and recruiters need to treat candidates like the rare commodity that they are. The candidate pool for remote opportunities is limited, so it is essential that there is a clearly defined strategy to go the extra mile. All participants in recruiting need to be trained and held accountable for executing on the recruiting plan.”</p>
<p>While remote recruiting is difficult, HR has several ways of making the endeavor more manageable.</p>
<p><strong>Redefine the position</strong><br/> Recruiting for remote positions sometimes requires an entirely different value proposition. Instead of trying to sell the applicant solely on the job, you may also want to promote the benefits of the local area.</p>
<p><strong>Focus on different applicants</strong><br/> When looking to attract people to remote job locations, you may need to find a creative angle to find talent. Grove has a few suggestions – HR can go after military veterans, or other people looking to “reboot” their careers. They could also seek out people who have lived in the remote area in the past. If someone grew up in a certain town, they might remember their childhood fondly and want to return.</p>
<p><strong>Embrace technology</strong><br/> While recruiting people remotely is difficult, technology can make it less so. Social media sites and other online resources make it easy to make initial connections with people, and video conferencing software enables HR officials to virtually meet candidates rather than waste money on travel.</p>
<p><strong>Judge candidates on merit</strong><br/> Finally, companies should look to make their final hiring decisions fairly. Choose the best candidate for the job based on merit, not any other extraneous factor. Your ultimate goal is to find the candidate who will be the best contributor to the company.</p>
<p>Originally posted on the <a href="http://ceridianblog.wordpress.com/2014/03/21/4-ways-to-better-manage-remote-recruiting/" target="_blank">Ceridian HCM Blog</a></p>Experience? I Don't Need Experience to Build an ATS!tag:www.recruitingblogs.com,2014-04-04:502551:BlogPost:17985152014-04-04T19:30:00.000ZDoug Douglashttp://www.recruitingblogs.com/profile/DougDouglas
<p><a href="http://api.ning.com:80/files/sNGui7dfNNYKcMBdOR2riyVa0DSf21R-O668NdFsArAEa6ikGH-WU18wkEMk-NMbXYMEFxoKsbMCUYWpWfIuCm28wFRt*q1f/Questions.jpg" target="_self"><img class="align-center" height="171" src="http://api.ning.com:80/files/sNGui7dfNNYKcMBdOR2riyVa0DSf21R-O668NdFsArAEa6ikGH-WU18wkEMk-NMbXYMEFxoKsbMCUYWpWfIuCm28wFRt*q1f/Questions.jpg" width="368"></img></a></p>
<p>I have made a decision. I think I am going to write a book on the safest way to skydive. Now, I've never been skydiving, nor is it likely that I ever will as I am afraid of heights. But really, how hard can it be? Stick a parachute in a backpack - hitch a ride on a plane - open the door - jump - scream -…</p>
<p><a href="http://api.ning.com:80/files/sNGui7dfNNYKcMBdOR2riyVa0DSf21R-O668NdFsArAEa6ikGH-WU18wkEMk-NMbXYMEFxoKsbMCUYWpWfIuCm28wFRt*q1f/Questions.jpg" target="_self"><img src="http://api.ning.com:80/files/sNGui7dfNNYKcMBdOR2riyVa0DSf21R-O668NdFsArAEa6ikGH-WU18wkEMk-NMbXYMEFxoKsbMCUYWpWfIuCm28wFRt*q1f/Questions.jpg" width="368" class="align-center" height="171"/></a></p>
<p>I have made a decision. I think I am going to write a book on the safest way to skydive. Now, I've never been skydiving, nor is it likely that I ever will as I am afraid of heights. But really, how hard can it be? Stick a parachute in a backpack - hitch a ride on a plane - open the door - jump - scream - then pull a cord and let the parachute do the rest. Easy, right? I should be able to write a best selling instructional guide with no problem.</p>
<p>Or instead I could become a survival expert and I could start taking people on adventurous trips around the world where we experience extreme situations! Yeah, that would be awesome! Granted, I have no medical training. I have no background in extreme sports or survival situations. However, I have watched Man vs Wild, Naked and Alive, and Survivor. I'm sure I've picked up enough knowledge from that to do okay.</p>
<p>As absurd as it sounds for me to undertake either of those scenarios based on my background and lack of experience, and even more absurd that people would trust me in either of those endeavors, I have found that there are some in business who have made equally absurd assumptions and created products to market to an industry they know nothing about. While I'm sure there's a list of things we could name here, my culprit today is Applicant Tracking Systems.</p>
<p>In a discussion yesterday with a long time friend, former manager of mine, and mentor who has taught me many things regarding the recruiting industry, our conversation turned nerdy quickly and we started talking Applicant Tracking Systems. We both feel the same pains from the ones on the market and agree that there are a few common sense things that could be done to them to dramatically improve them. If you want to see my list of those things, you can read a previous post of mine <a title="ATS: Coming Up Short" href="http://www.ere.net/2014/02/05/the-ats-world-coming-up-short/" target="_blank">here</a>. But our discussion took a bit of a twist and focused on WHY so many of these ATS companies miss so many obvious things that would benefit recruiters. The answer: Most often, in our experience, the people who start these ATS companies are software or technology people, not recruiters. Their perspective is unique to the world that they live in and requires assumptions to be made regarding what a recruiter would need or want.</p>
<p>User interfaces, bells, and whistles are not what makes an effective ATS. It's knowing various recruiting models that are out there and being able to customize your tool on the fly to fit any of them. It's counting clicks to see how many steps it takes to get from point A to point B, because that may not seem like a big deal in your demo sessions led by other non-recruiters, but for those of us who have to click those buttons thousands of times a week and wait for the page to load - it matters. Speed matters! It's knowing the unique needs of a corporate recruiter vs an agency recruiter. What about the metrics we need? What about including a CRM and accounting suite to it so everything can be done seamlessly within a single tool?</p>
<p>Obviously, I have made a sweeping claim here. I'm sure that not <em>every</em> ATS company has people running it with no recruiting experience. I'm sure most have someone on their team that has done recruiting at some level for some period of time. Product Development teams should have a well-seasoned person with a stellar track record of establishing strategies and processes for teams of recruiters as a critical piece of their teams. This person should have experience using a variety of recruitment tools and technologies in order to know what the competition has and how it can be improved. And you CEOs of these ATS companies - this person should be your most trusted advisor and best friend, not the CFO!</p>
<p>Once your Product Development team has that person in place, the next thing would be for you to actually go find sales people who know what in the world recruiting is and why our questions matter. I would be a very wealthy man if I had a dollar for every time a sales person said to me during an ATS demo, "I don't know but I can find that out for you."</p>
<p><strong>I guess I have two points for this post:</strong></p>
<p>1) If you don't have a background in recruiting, please quit trying to create tools for us that do.</p>
<p>2) If you ignore #1, then please go find extremely qualified people with a recruiting background to talk to us and build the products for us.</p>Who should we blame for poverty, debt, obesity & ROBOTS?tag:www.recruitingblogs.com,2014-04-03:502551:BlogPost:17978932014-04-03T04:00:00.000ZKelly Blokdijkhttp://www.recruitingblogs.com/profile/KellyBlokdijk
<p><a href="http://api.ning.com/files/9OHZWcwyRATv2jWofCsU-pjQHbpWdkx3XykrAaFf9ceLa3N6E069zibS2s21Vtef2NVObvQDfho4dPfgMtO*5lrvAv9A4CcZ/awesomo.jpg" target="_self"><img class="align-left" src="http://api.ning.com/files/9OHZWcwyRATv2jWofCsU-pjQHbpWdkx3XykrAaFf9ceLa3N6E069zibS2s21Vtef2NVObvQDfho4dPfgMtO*5lrvAv9A4CcZ/awesomo.jpg?width=213" width="213"></img></a></p>
<p>Poverty, debt and obesity are complex and serious societal issues with multiple potential causes and no simple solutions. That’s why society looks for easy targets to blame.</p>
<p>Robots are also complex and serious, yet in a dramatically different way. Depending on the perspective, robots are either credited…</p>
<p><a href="http://api.ning.com/files/9OHZWcwyRATv2jWofCsU-pjQHbpWdkx3XykrAaFf9ceLa3N6E069zibS2s21Vtef2NVObvQDfho4dPfgMtO*5lrvAv9A4CcZ/awesomo.jpg" target="_self"><img src="http://api.ning.com/files/9OHZWcwyRATv2jWofCsU-pjQHbpWdkx3XykrAaFf9ceLa3N6E069zibS2s21Vtef2NVObvQDfho4dPfgMtO*5lrvAv9A4CcZ/awesomo.jpg?width=213" width="213" class="align-left"/></a></p>
<p>Poverty, debt and obesity are complex and serious societal issues with multiple potential causes and no simple solutions. That’s why society looks for easy targets to blame.</p>
<p>Robots are also complex and serious, yet in a dramatically different way. Depending on the perspective, robots are either credited for creating awesome solutions or they are blamed for being evil humanity-lacking machines.</p>
<p>Before I delve into these issues, I feel the need to provide the following disclaimer: <em>I am not a nutritionist, health-care provider, financial advisor, sociologist, economist or technology specialist, and have no academic or professional credentials related to any of the topics in this article, especially robots.</em></p>
<p><b>Wal-Mart, McDonalds, Taco Bell and KFC causes <a href="http://en.wikipedia.org/wiki/Poverty">poverty</a></b></p>
<p>Practically everyone I know who has had to work for a living, started in a low paying job. For me, it was a paper route at 11, followed by babysitting throughout my teens. There were a few seasonal, short-term or holiday jobs sprinkled in by the time I started working in retail consistently from 17 through my 20s.</p>
<p>During my time in retail, my work schedule spanned every possible hour of the day and night and every possible day of the week including weekends and holidays. Spending several exhausting hours serving customers or stocking shelves on late-night, early morning and graveyard shifts came with the territory. There was nothing glamorous about any of that work and for sure none of it was lucrative. That was my motivation to continue my education and pursue a more professional career path. </p>
<p>Though all (legal) jobs are noble, it was common-knowledge that food service, hospitality and retail employers provided low-skill workers an entry point to build from so they could eventually earn more than minimum wage. Obviously, that isn’t always as easily done as said. And in my case, even though I wasn’t officially below the poverty line, it took way longer to make career or earning progress than I would have liked.</p>
<p>While I completely believe that anyone working hard and doing the best he or she can with the hand they were dealt should be able to earn a fair or “living” wage, I don’t necessarily agree that it is fair to point the finger at businesses paying low wages as a cause of poverty.</p>
<p><b>Visa, Mastercard, Discover, AMEX and Nordstrom causes <a href="http://en.wikipedia.org/wiki/Debt">debt</a></b></p>
<p>I got my first credit card when I was 17 years old. Not because I had Kardashian-ish closet envy, but my mom thought I should start establishing credit as early as possible. She co-signed a department store credit card application so I could start doing just that. With the one low-limit card, along with my part-time job earnings I was able to apply for major credit cards on my own once I turned 18.</p>
<p>Now just because I had this new found financial independence didn’t mean I went on wild shopping sprees. Actually, I was always a frugal and conservative spender and had no interest in making purchases that I couldn’t pay off right away. There’s nothing exciting about living within your means (especially if those means are modest), but it sure is less stressful than trying to keep up with the joneses. In most cases, I only used credit as a convenience or for major non-consumer dept expenses such as education, vehicles or housing.</p>
<p>If someone buys too many Jimmy Choos or Minolo Blahniks he or she shouldn’t blame a piece of plastic.</p>
<p><b>McDonalds, Coca-Cola, Nabisco, Frito-Lay and M&amp;M Mars causes <a href="http://en.wikipedia.org/wiki/Obesity">obesity</a></b></p>
<p>When I was growing up, junk food was popular and prevalent. We gobbled up crap like crocodiles devour wildebeests. Questions like: “Would you like fries with that?” or “Would you like to super-size your order?” were always answered with “HECK YEAH!”</p>
<p>But it was rare to see any chubby, chunky, portly, stocky or FAT kids. If anyone did put on a few unwanted LBs, he or she simply slowed down the calorie intake and revved up the physical activity level. There weren’t piles of laws or meddling politicians monitoring serving sizes, vending machine options or menu ingredient lists. All of this was left up to individual product makers and consumers to decipher. </p>
<p>For the most part, people instinctively knew whether what or how much they were eating was considered healthy and not. Some may refer to this as common sense and personal accountability.</p>
<p>If someone eats too many burgers or donuts, that isn’t the drive-thru’s fault.</p>
<p><b>Taleo, iCims, Kenexa, SuccessFactors and Bullhorn causes bad candidate experience</b></p>
<p>Like most on this site, I’ve experienced my share of HRIS, LMS, ATS, CRM tools and technology. Some quite primitive and rudimentary, and some with more bells and whistles than a Mardi Gras parade. </p>
<p>The one constant with any of these or their counterparts, is that the end-user creates and controls the user-experience and user-interface. When these solutions are hoisted upon companies by vendors, they are usually not evaluated from that end-user experience perspective.</p>
<p>The decision-makers or those holding the checkbook, are often lured in by fancy and impressive functionality that may or may not enhance efficiency or effectiveness of what that tool is expected to deliver. However, that never crosses the mind of the ones being romanced by the robot. Just think about all of the big bucks this new robot will save the company, Mr or Ms C-something proudly smiles.</p>
<p>That’s why nothing ever changes. Not the product, not the way it is implemented and not the way it is configured. Garbage in garbage out is the standard operating procedure. And, everyone on the corporate side seems quite content.</p>
<p>Meanwhile, job seekers, applicants and candidates bemoan and badmouth these behemoth brands more than union organizers build backlash against WalMart. Bad candidate experience is just the beginning... </p>
<p>Talent-shortage, blame the robots!</p>
<p>Skills-gap, blame the robots!</p>
<p>High unemployment, blame the robots!</p>
<p>Discrimination, blame the robots!</p>
<p>Black-hole, blame the robots! </p>Recruiting Through the Madnesstag:www.recruitingblogs.com,2014-03-27:502551:BlogPost:17971332014-03-27T19:20:19.000ZJed Hamiltonhttp://www.recruitingblogs.com/profile/JedHamilton
<p><em>“No matter what business you’re in, you can’t run in place or someone will pass you by. It doesn’t matter how many games you’ve won.” – Jim Valvano</em></p>
<p><em><a href="http://api.ning.com:80/files/omkt7cwbhXIVTBtl6CyerlTR1eHvB5IvJOz0kW1CsJc2e3gJqpndCw89yIQk8nOBGZdkyO12ibpbBHKioNINAJtdREXOF3yI/valvano.png" target="_self"><img class="align-full" src="http://api.ning.com:80/files/omkt7cwbhXIVTBtl6CyerlTR1eHvB5IvJOz0kW1CsJc2e3gJqpndCw89yIQk8nOBGZdkyO12ibpbBHKioNINAJtdREXOF3yI/valvano.png?width=553" width="553"></img></a></em> Well, it’s that time a year again, when business productivity slows to a crawl as “strategy sessions” are temporarily replaced by “bracket…</p>
<p><em>“No matter what business you’re in, you can’t run in place or someone will pass you by. It doesn’t matter how many games you’ve won.” – Jim Valvano</em></p>
<p><em><a href="http://api.ning.com:80/files/omkt7cwbhXIVTBtl6CyerlTR1eHvB5IvJOz0kW1CsJc2e3gJqpndCw89yIQk8nOBGZdkyO12ibpbBHKioNINAJtdREXOF3yI/valvano.png" target="_self"><img src="http://api.ning.com:80/files/omkt7cwbhXIVTBtl6CyerlTR1eHvB5IvJOz0kW1CsJc2e3gJqpndCw89yIQk8nOBGZdkyO12ibpbBHKioNINAJtdREXOF3yI/valvano.png?width=553" width="553" class="align-full"/></a></em>Well, it’s that time a year again, when business productivity slows to a crawl as “strategy sessions” are temporarily replaced by “bracket sessions.” Yes, March Madness is in full swing as we head into Sweet 16 weekend, and brackets have already been blown up nationwide. Once again, the Oracle of Omaha gets to <a href="http://www.washingtonpost.com/blogs/early-lead/wp/2014/03/22/warren-buffett-wins-at-billion-dollar-bracket-challenge-you-lose/">hang on to his $1 billion</a> (although he may be crying into his $1 million bills about that Creighton loss…). While some <a href="http://www.tlnt.com/2014/03/19/march-madness-survey-finds-only-11-of-workers-into-office-pools-this-year/">recent reports</a> say that March Madness may not be quite the drain on productivity it’s made out to be, the Jibe office, like so many others around the nation, ground to a halt for 30 minutes to watch little-known Mercer topple mighty Duke last Friday. Then we got back to work. </p>
<p>Yes, the annual carnival of chaos that is the NCAA college basketball championship tournament has been heralded by many as America’s greatest – and most democratic – sporting event. Sure, the Super Bowl may get more Nielsen eyeballs, but nothing captivates the citizenry more than watching a “Cinderella” team unexpectedly make a run through the giants of college hoops in March. And once again, you may be asking yourself, “what in the name of John Wooden does this have to do with recruiting technology?” Plenty, actually.</p>
<p>For one, recruiting in college basketball is the absolute key to success. Scouring the landscape for the best basketball prospects at the high school level, and even down to middle school and junior high, is no easy task, much like trying to find the best talent for your organization. Sure, it’s easy to identify the absolute top performers because they get all the press, but often times the players that end up excelling at the college level are the ones less heralded coming out of high school. University recruiting teams take all sorts of variables into account when looking to lure players to their program, not just what’s on the stat sheet. They look at potential and maturity and cultural fit to find that “diamond in the rough” of a player that may take their team to the next level.</p>
<p>Finding this hidden talent is no easy task. The big-name, storied programs have an advantage due to their established brands and deep pockets, much like the Googles and Apples of the corporate world. But smaller programs such as Wichita St. work hard to develop a unique and attractive “program brand”, similar to an employment brand in the corporate arena. And in the case of schools like Wichita St. or VCU or Butler, they’re able to sell the advantages of their program to recruits and thereby transform themselves into basketball juggernauts that compete annually with the likes of established powerhouses like Syracuse, Kentucky and UCLA. </p>
<p><a href="http://api.ning.com:80/files/omkt7cwbhXIpUYsBmB-uyqtR1HUtIzW8KXKJDDxcR6nCqNeatK6aClbW4zegrSkI8flwW85ruRzvvNqH-L1o3Wcy*Ls3B3IT/shockwu.png" target="_self"><img src="http://api.ning.com:80/files/omkt7cwbhXIpUYsBmB-uyqtR1HUtIzW8KXKJDDxcR6nCqNeatK6aClbW4zegrSkI8flwW85ruRzvvNqH-L1o3Wcy*Ls3B3IT/shockwu.png" width="460" class="align-full" height="345"/></a><em>Somehow, this “employment brand” has been working for Wichita St.</em></p>
<p>Of course, there are never any guarantees in recruiting, whether you’re talking about corporate America or college basketball America. The best statistical analysis in the world, a strong employment brand, a crack recruiting team and a host of other resources may help identify the very best players, but once they’re on board they don’t always live up to the promise they show on paper. Recruiting and acquiring talent in the corporate world is no different. You <a href="http://www.tlnt.com/2014/03/27/the-dirty-little-secret-of-talent-sourcing-no-one-ever-talks-about/">never really know what you’re going to get</a> until the talent you recruit shows up on the court or in the office.</p>
<p>The same goes for the annual selection of teams that make the NCAA tournament every year. On paper, the best team in the country this year was Wichita St., which rolled through the regular season without losing a game. And yet, their season ended unceremoniously when they were knocked out in the 2nd round last weekend. Again, there are never any guarantees.</p>
<p>But how are these teams selected? Well, much like a company’s talent acquisition team, the NCAA has a “selection committee.” Unlike a corporate recruiting team however, they only have to pore over the “resumes” of 350 or so Division 1 college basketball teams to come up with the 68 that make the tournament. And of those, at least 200 can be tossed immediately based on well-documented, poor performance through the season. A corporate recruiter would probably kill to have their talent pool narrowed down to 150 quality candidates to fill 68 positions.</p>
<p>And yet still, every year there’s a team or two who barely sneak into the tournament that suddenly excels and takes the college basketball world by storm. This year, the University of Dayton managed to get into the tournament by the skin of its Flyer teeth. They finished sixth in the Atlantic 10 conference and we’re squarely on the bubble before being selected as one of the last team’s in the field. Duke coach Mike Krzyzewski <a href="http://www.businessinsider.com/coach-k-slams-atlantic-10-2014-3">slammed the selection committee</a> for sending six teams from the Atlantic 10, claiming that his conference, the ACC, should have received more bids. So what happened? Dayton upset Ohio St. in the first round, then beat #2 Kansas to reach the Sweet 16. Duke? They lost to tiny Mercer in the first round and we’re sent packing. And now, the Atlantic 10 and the ACC have the same number of teams remaining in the tournament: One. </p>
<p><a href="http://api.ning.com:80/files/omkt7cwbhXKbK-ue6ycf9KAjz17HNL-i3Eh5sK0kcG5XL2TjCA8o0B2tr6*iXiKc27dcc1CzWqsv2Vtq45-zxAgFO-0H0YVe/sadCoachK.png" target="_self"><img src="http://api.ning.com:80/files/omkt7cwbhXKbK-ue6ycf9KAjz17HNL-i3Eh5sK0kcG5XL2TjCA8o0B2tr6*iXiKc27dcc1CzWqsv2Vtq45-zxAgFO-0H0YVe/sadCoachK.png" width="494" class="align-full" height="329"/></a><em>Coach K: Not who you want on your talent acquisition team or selection committee.</em></p>
<p class="story-body-text">Just as it is in college basketball, all this uncertainty is part and parcel to corporate recruiting, and it will never go away entirely. That said, the rise of advanced analytics and candidate sourcing technologies have greatly increased an organization’s ability to optimize their hiring process in order to find and attract the best talent. So while there are still never any guarantees that a candidate as viable on paper as Duke won’t flame out immediately once the come on board, the development and adoption of new recruiting technologies have greatly contributed to reducing some of the risk in hiring.</p>
<p>Oh, and one thing that remains true, both in the job search and college basketball: Never lie on your resume. Am I right, <a href="http://sports.yahoo.com/blogs/ncaab-the-dagger/will-manhattan-take-steve-masiello-back-after-lies-on-his-resume-costs-him-usf-job-135444925.html">Steve Masiello</a>? </p>Don't Fear the Robotstag:www.recruitingblogs.com,2014-01-29:502551:BlogPost:17848922014-01-29T16:00:00.000ZJed Hamiltonhttp://www.recruitingblogs.com/profile/JedHamilton
<p><strong><em>“You know, that little droid is going to cause me a lot of trouble.” – Luke Skywalker</em></strong></p>
<p><img alt="" src="http://jibe.com/blog/image.axd?picture=%2f2014%2f01%2fstar-wars.jpg"></img></p>
<p><em>The following post comes to you from Jibe’s Director of Product, Alex Hunsucker.</em> </p>
<p>Today’s talent acquisition landscape is packed with an array of shiny new technology solutions, which is all well and good and very exciting. But at the same time, it can be absolutely confounding. Recruiting technology – while designed to make life easier –…</p>
<p><strong><em>“You know, that little droid is going to cause me a lot of trouble.” – Luke Skywalker</em></strong></p>
<p><img src="http://jibe.com/blog/image.axd?picture=%2f2014%2f01%2fstar-wars.jpg" alt=""/></p>
<p><em>The following post comes to you from Jibe’s Director of Product, Alex Hunsucker.</em> </p>
<p>Today’s talent acquisition landscape is packed with an array of shiny new technology solutions, which is all well and good and very exciting. But at the same time, it can be absolutely confounding. Recruiting technology – while designed to make life easier – can actually make things more difficult. In <a href="http://jibe.com/survey2013">a recent survey</a> of corporate recruiters from Kelton Research, commissioned by Jibe, respondents reported the following thoughts with regard to their current technology:</p>
<ul>
<li>Nearly half (46%) of recruiters surveyed are dissatisfied with current technology</li>
<li>Almost three-fourths (73%) of recruiters say their current technology does little to save them frustration in their daily work</li>
<li>45% of all recruiters feel they need better technology to effectively achieve their goals</li>
</ul>
<p>The recruiting world, by and large, is still seemingly locked into outdated, legacy solutions that only add to the daily frustration and stress. Instead of effectively doing their job – finding top talent – the Kelton survey revealed that talent acquisition professionals spend nearly three working days per month wresting with their technology. It doesn’t have to be this way.</p>
<p>The pace of innovation in software development today means the daily struggle of grappling with cumbersome, difficult-to-use technologies is coming to an end.</p>
<p><img src="http://jibe.com/blog/image.axd?picture=%2f2014%2f01%2fcomic-1.jpg" alt=""/></p>
<p>Business technology used to drive consumer tech innovation. Not anymore. Now, it’s the business world looking to those consumer technologies that have made it easier for us to communicate, find restaurants, connect with friends and even heat our homes. The recruiting world now turns to social networks, those that began in college dorm rooms. Twitter has been adopted as a recruiting channel. And the underlying technology that powers Twitter lies at the heart of certain emerging <a href="http://jibe.com/products/recruiting-platform/recruiting-analytics">recruiting analytics</a> solutions.</p>
<p>These are all positive developments, leading to a day when talent acquisition can finally break the chains of outmoded, legacy applications. Recruiting software should be as nimble, flexible and intuitive as our personal technology is. The solutions are there, and recruiters have been dipping their toes in the water over the past few years, which is good. But it’s time to take the full plunge and let technology work for you, rather than the other way around.</p>
<p>Naturally, the decision to take that full plunge and embrace new solutions is one fraught with trepidation. As Raghav Singh wrote about on ERE.net this week, the rise of automation leads to concerns about whether <a href="http://www.ere.net/2014/01/28/i-robot-how-vulnerable-are-recruiters-to-automation/" target="_blank">the robots are going to take over recruiting</a>.</p>
<p><img src="http://jibe.com/blog/image.axd?picture=%2f2014%2f01%2frobots-house.jpg" alt=""/></p>
<p>While understandable, it is this type of ill-advised fear that contributes to the slow adoption of newer, better solutions. Don’t fear the robots. After all, they were created by people.</p>
<p>And that’s the heart of the matter, really. It’s a hackneyed expression, but you can’t take the human out of human resources. No matter how advanced the technologies have become, you can’t take the person out of personnel. Of all the new solutions being brought to market today, the ones that are designed first and foremost with people – not process – in mind, will be the ones that win out.</p>
<p>Megan Stanish touched on this last week on ERE.net. In a piece titled, <a href="http://www.ere.net/2014/01/14/there-are-people-in-your-shiny-objects/" target="_blank">“There Are People in Your Shiny Objects,”</a> she writes:</p>
<p><em>“... if you want to get the most out of your recruitment investments, you need to remain cognizant of the fact that the work we do and the tools we choose to implement should not be about having “cool stuff.” Nor should it be about running down a check-list of “best practices we haven’t adopted yet.” Rather, it should be about reaching out to and connecting with people.”</em></p>
<p>And Jessica Miller-Merrell of Blogging4Jobs, in an <a href="http://www.recruiter.com/i/recruiting-our-love-affair-with-technology/">article on Recruiter.com</a>, added:</p>
<p><em>“I’m of the belief that the future of recruiting in 2014 really starts with collaboration and relationship recruiting that goes beyond a platform or technology and is focused squarely on the individual candidate and recruitment.”</em></p>
<p>This is the right way to think about your software solutions in 2014. In a way, your recruiting technology should be designed so that you don’t even think about your recruiting technology. It should allow you to focus squarely on finding the right candidates and easily connecting with them. It shouldn’t keep you mired in spreadsheets and constantly on the phone with support. We should be well beyond that at this point.</p>
<p>Yes, hiring is a process; but it’s a process with people at the very heart of it. So make it one of your goals in 2014 to welcome the robots and finally take that full plunge. Let the technology take care of the process, so you can take care of the people.</p>How To Grow Your Staffing Firm in 2014 [INFOGRAPHIC]tag:www.recruitingblogs.com,2014-01-14:502551:BlogPost:17817852014-01-14T17:00:00.000ZHeather R. Huhmanhttp://www.recruitingblogs.com/profile/HeatherRHuhman
<p dir="ltr"><a href="http://api.ning.com:80/files/oncLOIv1tO5XVWJhJRzIgc4Bhz3mXGao2---e1zwyj6Ho20dmX9ere*wkJg1iSyQiGfddBTkJozzEkbmKt8rCRFd2NVorALZ/staffing2014.jpg" target="_self"><img class="align-left" src="http://api.ning.com:80/files/oncLOIv1tO5XVWJhJRzIgc4Bhz3mXGao2---e1zwyj6Ho20dmX9ere*wkJg1iSyQiGfddBTkJozzEkbmKt8rCRFd2NVorALZ/staffing2014.jpg?width=300" width="300"></img></a> The staffing industry will see growth of <a href="http://www.staffingindustry.com/Research-Publications/Daily-News/US-Forecast-Staffing-industry-to-grow-6-in-2014-25294">at least six percent in 2014</a>. With client expectations on the rise, staffing agencies will have to consider bolstering their own…</p>
<p dir="ltr"><a href="http://api.ning.com:80/files/oncLOIv1tO5XVWJhJRzIgc4Bhz3mXGao2---e1zwyj6Ho20dmX9ere*wkJg1iSyQiGfddBTkJozzEkbmKt8rCRFd2NVorALZ/staffing2014.jpg" target="_self"><img src="http://api.ning.com:80/files/oncLOIv1tO5XVWJhJRzIgc4Bhz3mXGao2---e1zwyj6Ho20dmX9ere*wkJg1iSyQiGfddBTkJozzEkbmKt8rCRFd2NVorALZ/staffing2014.jpg?width=300" width="300" class="align-left"/></a>The staffing industry will see growth of <a href="http://www.staffingindustry.com/Research-Publications/Daily-News/US-Forecast-Staffing-industry-to-grow-6-in-2014-25294">at least six percent in 2014</a>. With client expectations on the rise, staffing agencies will have to consider bolstering their own workforce with new talent.</p>
<p>As you grow your business, it’s important to invest in human capital. Making sure potential talent has the right education and skillsets for the job is crucial, but there are subtler things to take into consideration, too. <a href="http://www.businessinsider.com/how-millennials-gen-x-and-boomers-shape-the-workplace-2013-9">Studies have shown</a> generation plays an important role in the workplace, and Baby Boomers and Millennials are moving the workforce forward.</p>
<p dir="ltr">Another key to growing your company with speed and efficiency lies in new technology. <a href="http://recruitingdaily.com/one-size-doesnt-fit-hiring-best-fitting-candidates/" target="_self">Spark Hire</a>, an online video resume and interviewing platform, has compiled an infographic that highlights the current trends in technology use for staffing firms:</p>
<ul>
<li>94 percent of recruiters plan to use social media in their recruitment efforts</li>
<li>70 percent of active job seekers are using their mobile devices to look for jobs</li>
<li>More than 6 in 10 companies are now using video interviews in their recruiting process</li>
<li>Video interviews save as much as 67% of the travel costs associated with recruiting</li>
</ul>
<p dir="ltr">Check out the full infographic below!</p>
<p><img src="http://hr.sparkhire.com/wp-content/uploads/2014/01/Spark-Hire-Staffing-550.jpg"/></p>
<p dir="ltr"><i>What do you think? What kinds of growth strategies will you be implementing in 2014?</i></p>Dirty Old Snowmentag:www.recruitingblogs.com,2014-01-09:502551:BlogPost:17807852014-01-09T16:21:51.000ZJed Hamiltonhttp://www.recruitingblogs.com/profile/JedHamilton
<h2 class="PostTitle"><strong style="font-size: 13px;"><em>"I can count to ten. One, two, three, four, five, nine, six, eight... Well, I can count to five." — Frosty</em></strong></h2>
<div class="PostBody text"><p><img alt="" src="http://jibe.com/blog/image.axd?picture=%2f2014%2f01%2fsnowman.jpg"></img></p>
<p>Baby, it’s cold outside. No doubt, just about every part of the U.S. is feeling the bitterest of winter chills to kick off 2014. It’s been so cold, even the polar bears said, ‘…</p>
</div>
<h2 class="PostTitle"><strong style="font-size: 13px;"><em>"I can count to ten. One, two, three, four, five, nine, six, eight... Well, I can count to five." — Frosty</em></strong></h2>
<div class="PostBody text"><p><img src="http://jibe.com/blog/image.axd?picture=%2f2014%2f01%2fsnowman.jpg" alt=""/></p>
<p>Baby, it’s cold outside. No doubt, just about every part of the U.S. is feeling the bitterest of winter chills to kick off 2014. It’s been so cold, even the polar bears said, ‘<a href="http://news.nationalpost.com/2014/01/08/just-how-cold-was-it-in-the-u-s-due-to-the-polar-vortex-chicago-zoo-took-polar-bear-indoors-to-keep-warm/" target="_blank">screw it, we’re going inside.</a>’</p>
<p>So, what do we do? Well, we make the best of it of course, bundling up and getting outside to sled, ski and build things out of that cold white stuff. As everyone knows, the ideal time to build your best snowman/woman/dinosaur/whatever is when the snow first comes down, when it’s fresh and pure and still glistening white. If you’re out there on day two, you’re picking through mud and leaves and sticks and any other matter of snowfall detritus just to come up with a sad, messy lump of dirty snow that may, if you’re lucky, sort of resemble a snowman. Not the thing of winter picture postcards, that’s for sure.</p>
<p>You’re probably asking yourself, what in the name of Jack Frost can this possibly have to do with HR and recruiting technology? Well, many are saying that 2014 will be the year of Big Data in HR. We’ve of course heard this before, but evidence suggests that the early strides made in 2013 will begin to come to fruition this year. But before diving headlong into HR Moneyball, there is a lot to consider of course.</p>
<p>First among those considerations is how to deal with what’s already there – the tangled mess of unstructured, inaccurate and unreliable data (i.e. dirty data). Ahhhh, and here we get to the dirty snowman parallel: If you build a snowman from dirty snow, all you get is a dirty snowman. So if you build a Big Data HR solution from dirty data, what do you get? Josh Bersin knows, <a href="http://www.computerweekly.com/news/2240208253/Companies-using-HR-analytics-to-improve-business-performance-are-in-minority-research-reveals" target="_blank">he’s seen it</a>:</p>
<p style="text-align: center;"><strong>“We have talked to companies that have not done that [clean the data] and they have done the analysis on dirty data, and it has blown up in their face.”</strong></p>
<p><img src="http://jibe.com/blog/image.axd?picture=%2f2014%2f01%2fwyle-coyote.jpg" alt="" class="align-center"/></p>
<p>Ok, so the concept seems simple enough – we must work with clean data, right? But how do we get there? And just how dirty is the data we have today?</p>
<p>Last summer, Jibe conducted a <a href="http://jibe.com/news-and-events/press-releases?article=jibe-2013-talent-acquisition-survey-reveals-challenges">fairly comprehensive survey of corporate recruiters</a> and talent acquisition leaders, asking them for thoughts about current technologies. Some of our findings around data management we’re not all that surprising, but alarming nonetheless:</p>
<ul>
<li>75% said they don’t have a total view of their recruiting efforts based on the data they currently have;</li>
<li>68% find it “very difficult” to extract data from their current recruiting tools;</li>
<li>On average, they spend more than 22 working hours a month managing and manipulating data;</li>
<li>Almost half are “not confident” in the quality and accuracy of the data they currently have.</li>
</ul>
<p>It’s this last point that is, perhaps, most distressing. One of the biggest hurdles to overcome in order to move the HR Big Data conversation beyond hype and on to reality is the abundance of existing, historical data that, more often than not, is inaccurate and unclean. Essentially, we’re trying to build snowmen with mud.</p>
<p>We’ve <a href="http://jibe.com/blog/post/We-Dont-Think-Big-Data-Is-A-Good-Thing-We-Think-Accurate-Data-Is-Most-Important">talked before</a> about the importance of working with accurate data and made sure when we <a href="http://jibe.com/news-and-events/press-releases?article=jibe-introduces-game-changing-recruiting-analytics">launched</a> our <a href="http://jibe.com/products/recruiting-platform/recruiting-analytics">Recruiting Analytics solution</a> last fall, that we had built a comprehensive pre-implementation workflow and data analysis offering into the service. No matter whose solution you’re implementing, this step is absolutely crucial to take from the very beginning. We work with our clients to pull historical data from all their systems and help them format and map it to our analytics schema. From there, we can begin to analyze the pre-existing data against live data coming in through our solution to verify accuracy and validate quality. Once that work is done, we can begin to scrub the inaccuracies that inevitably exist so the client can begin working with clean, accurate and meaningful data and start to reap the benefits of true recruiting analytics. In other words, they suddenly find themselves with a really beautiful (and powerful) snowman.</p>
<p><img src="http://jibe.com/blog/image.axd?picture=%2f2014%2f01%2fsnowman-2.jpg" alt=""/></p>
<p>While this endeavor may seem daunting on the surface, the end result will be a more strategic, data-driven approach toward recruiting and all aspects of HR. And then, HR’s long-hoped-for “seat at the C-table” may very well become a permanent addition.</p>
<p>Until then, beware the dirty snow. Oh, and by all means, never eat the yellow snow.</p>
</div>‘Tis the Season… to Untangle?tag:www.recruitingblogs.com,2013-12-20:502551:BlogPost:17781632013-12-20T19:30:00.000ZJed Hamiltonhttp://www.recruitingblogs.com/profile/JedHamilton
<p><img class="align-left" src="http://jibe.com/blog/image.axd?picture=%2f2013%2f12%2fchevy-chase.jpg"></img></p>
<h2 class="PostTitle"><strong style="font-size: 13px;"><em>"Where do you think you're going? Nobody's leaving. Nobody's walking out on this fun, old-fashioned family Christmas. No, no. We're all in this to</em></strong><strong style="font-size: 13px;"><em>gether. T</em></strong><strong style="font-size: 13px;"><em>his is a full-blown, four-alarm holiday emergency here.” - Clark W. Griswold</em></strong></h2>
<div class="PostBody text"><p>Innovation drives change. Innovation…</p>
</div>
<p><img src="http://jibe.com/blog/image.axd?picture=%2f2013%2f12%2fchevy-chase.jpg" class="align-left"/></p>
<h2 class="PostTitle"><strong style="font-size: 13px;"><em>"Where do you think you're going? Nobody's leaving. Nobody's walking out on this fun, old-fashioned family Christmas. No, no. We're all in this to</em></strong><strong style="font-size: 13px;"><em>gether. T</em></strong><strong style="font-size: 13px;"><em>his is a full-blown, four-alarm holiday emergency here.” - Clark W. Griswold</em></strong></h2>
<div class="PostBody text"><p>Innovation drives change. Innovation breeds success. Innovation makes… a mess?</p>
<p>As has been oft-repeated, we are in what some could consider a ‘golden age’ of technological innovation in HR, with an abundance of shiny new solutions available, all designed to make the practitioner’s life easier. While the promise of this is exciting, and the rapid pace of technology adoption is encouraging, the other edge of this double-edged sword has left many with a bundle of solutions similar to what Mr. Griswold is grappling with in the image above. And yes, this is a “full-blown, four-alarm emergency” we need to get a handle on sooner rather than later.</p>
<p>Various research conducted over the past two years has revealed that HR organizations have to manage anywhere from 6-10 systems on the low end, to as many as 40 systems on the high end. That’s a lot of strings of Christmas lights to maintain and manage. And even when you get them all hooked up and connected to one another, more often than not all <a href="https://www.youtube.com/watch?v=nsaxNehMibg" target="_blank">“the little lights still aren’t twinkling”</a>. (Thanks for noticing, Art.)</p>
<p>Begun in earnest with the flood of acquisition by big players like Oracle, SAP and IBM, the trend toward vendor consolidation has been gaining traction for years now. Those shops began to gobble up smaller players to fill gaps and build out their own existing HCM suites, with the goal of creating end-to-end, single vendor solutions for all HR practice functions. But with legacy systems still at the core, many of these cobbled together ‘all-in-one’ solutions still lack the flexibility to adapt and evolve as even more innovations are brought to market. Still, as <a href="http://www.forbes.com/sites/joshbersin/2013/10/21/the-9-hottest-trends-in-hr-technology-and-many-are-disruptive/" target="_blank">recently reported by Bersin</a>, organizations are so in need of integrated systems that nearly half surveyed are willing to sacrifice technical features. But is sacrifice really the answer? Can’t we have it all?</p>
<p>Well, that’s a good question that could be answered in the coming year. But perhaps rather than seeking out a one-size-fits-all solution for the entire breadth of the HR function, it’s more realistic to segment that function into a few distinct disciplines – talent acquisition, learning/training, performance and compensation. Relying on 4 systems instead of 40 would still be a major improvement, yes?</p>
<p>No doubt, a host of vendors are striving to bring all-inclusive solutions within these areas to market in order to allow this ‘golden age’ to firmly take root. Prior to achieving this single-platform nirvana however, it is important for organizations to look inward and, as the esteemed Naomi Bloom was paraphrased recently, “<a href="http://diginomica.com/2013/12/18/hr-clean-crap/" target="_blank">clean out the crap</a>.”</p>
<p><img src="http://jibe.com/blog/image.axd?picture=%2f2013%2f12%2fcousin-eddie.png" alt="" width="470" height="352"/><em>“Shi**er was full!” - Cousin Eddie</em></p>
<p>Bloom was, of course, a tad more eloquent than that. The full quote:</p>
<p style="text-align: center;"><em>“HR must clean up their crap coding structures, outmoded or irrational business rules and process flows that are from the beginning of time rather than reincarnating all this sludge in their next generation HR and talent management.”<br/></em></p>
<p>In this discussion, Bloom and a panel of well-recognized and respected voices on HR Tech (Bill Kutik, Brian Sommer and Vinnie Marchandani) spoke about the need to evolve not just the technology but also the mindset and approach to HR. In<a href="http://diginomica.com/2013/12/18/hr-clean-crap/" target="_blank">his piece</a> from Diginomica, author Den Howlett summarizes the continuing conversation thusly:</p>
<p style="text-align: center;"><em>“In her explanation, Bloom says that much of what’s happened in HR technology over the last 30 years has been little more than a replication of the past rather than trying to reinvent for the present and future. … It quickly became apparent that what they were really talking about is not so much things like hiring processes as they exist but about the way potential candidates look at the world with the benefit of new data driven solutions that are mushrooming out there.”</em></p>
<p>And there it is. Looking at this from the candidate’s point of view is essential, because in many respects, the candidate’s expectations about engagement, technology, process and everything else related to finding a job are far ahead where things actually stand at this stage of the game. Today’s mindset is so focused on process that the people behind those processes – the candidates and practitioners themselves – have, in many cases, been inadvertently shuttled off to the side.</p>
<p>At Jibe, we’re laser focused on the talent acquisition end of the HR spectrum. Every solution we build and bring to market is driven by the desire to improve both the candidate and user experience. To achieve this, consistency is key – and utilizing a dozen different vendors to fill in different pieces of the recruiting lifecycle does not lend itself to creating a consistent, holistic experience.</p>
<p>To maintain that experience going forward, organizations are increasingly relying on data to analyze their processes and continually tweak and optimize them. But for that data to be a reliable indicator of what parts of the process need to be altered, it needs to be clean and accurate from the get, which is difficult to achieve if it’s pulled from a spaghetti knot of multiple, patchwork systems.</p>
<p>So, as we all set our ‘out of office’ auto-replies and pack up for a surely deserved break over the next week or so, let’s think about where we go next. Like others, we at Jibe truly believe that 2014 will bring the next wave of vendor consolidation, one that doesn’t sacrifice functionality. One that utilizes the best new solutions and approaches rather than simply gluing new pieces together with older ones. One that is driven by people, not process. And maybe, a year from now, when we flip the switch, our eyes will light up as they should.</p>
<p><img src="http://jibe.com/blog/image.axd?picture=%2f2013%2f12%2fchevy-chase-2.jpg" alt="" width="491" height="276"/></p>
<p>Wishing everyone a Happy Holiday and a Bright New Year. And may every single one of your little lights twinkle in 2014.</p>
</div>